System and method for agency based posting and searching for job openings via a computer system and network

ABSTRACT

System and Method For Agency Based Posting and Searching For Job Openings Via a Computer System and Network for use by placement agents who normally would not have access to files in a career bulletin board. The system gives placement agents the opportunity to interact directly with corporate recruiters who are members of the system. Communication between the placement agent and the corporate member is permitted only if so designated by the corporate member. Utilities for the corporate member allow jobs to be defined, stored, and conveyed to preferred placement agents. Utilities for placement agents permit candidates to be registered, candidate profiles to be created, and sent to the corporate member who is the client of the placement agent.

RELATIONSHIP TO OTHER APPLICATION

[0001] This application claims priority from provisional applicationSerial No. 60/245,739 filed Nov. 3, 2000.

FIELD OF THE INVENTION

[0002] This invention relates generally to a method and apparatus forproviding a computer based service for posting and searching jobopenings. More particularly the present invention comprises a system andmethod for searching and posting job openings by placement agencies,that is, those entities that search for candidates to provide to a thirdparty for a fee.

BACKGROUND OF THE INVENTION

[0003] Posting and searching for jobs is a time honored and laborioustask. The most basic route for finding suitable job candidates has beenthe posting of advertisements in newspapers and magazines noting theavailability of a certain position. Job seekers or “candidates” prepareresumes and submit them to various employers who are advertising for aparticular job.

[0004] In certain cases employers have not wanted their identity to berevealed for fear of being inundated with resumes and telephonecontacts. Instead they have chosen to have resumes sent to unmarked P.O.boxes where they can subsequently be reviewed without the potential ofhundreds, if not thousands of telephone calls.

[0005] As the fields of recruitment and job placement have advanced, asecond layer of job placement professionals have arisen. These placementagencies or “head hunters” have typically been used by businesses as aform of filter to receive and process resumes from job applicants. Theplacement agency serves multiple purposes. First an employer can hire aplacement agency (“agencies”) to find a candidate (s) to fulfill jobslots that are available at the company. The company specifies to theplacement agency the type of individuals desired and the agency takesall necessary steps to advertise and recruit individuals to fill vacantslots. The agency receives a fee for these services, which may besubstantial.

[0006] Candidates (job seekers) apply to agencies based uponadvertisements run by the agencies or are interviewed by the agencies,and the most qualified candidates are sent on to the employer for thefinal interview process. This shields the employer from having toprocess hundreds of resumes as well as to field hundreds of telephonecalls associated with the jobs that are available. There are limits tothe success of agencies. For example, there are many thousands ofpublications in which an agency might advertise for a particularposition. However certain agencies have limited budgets and thus may notbe able to advertise broadly for a particular position. Where thisoccurs, the most capable candidate may not be informed of theavailability of a particular position.

[0007] In order to enhance the probability that the best candidates willbe found, many companies have taken to advertising their availablepositions via the Internet by posting available positions on theirrespective web sites. Anyone who subscribes to the Internet is able tosearch for particular companies who have technology and market focus ofinterest and determine if there are any jobs available by viewing theweb site of the particular company.

[0008] However the same difficulties that exist in the print media arisefor a company when it is posting openings on a web site. Individualcandidates (as used here the term “candidate” is synonymous can submitresumes via the Internet or other contact methods. Sorting and follow upassociated with the many resumes that are received are theresponsibility of the company. Again this task may not be desired to betaken on by the company that must then hire appropriate individuals toscreen resumes and interview candidates. Thus the task of the employmentagency is still a valuable one.

[0009] An additional difficulty with the Internet posting approach by anindividual company is that not all web searching engines are createdequal. Hence there is a possibility that qualified candidates will notbecome aware that there are particular job postings available on aparticular company's web site. Further the candidate may not even beaware that a particular company exists if the search engine being usedby the applicant does not pick up the web site of the company.

[0010] Recognizing this job searching dilemma, a new business was bornon the web, that is, the “career bulletin board”. A career bulletinboard is a centralized web site that allows individual companies to postjob openings in one central location. Such a career bulletin board mayhave many hundreds or thousands of companies posting job openings with awide variety of descriptions of the type of opening, salary,requirements, and the like. Job candidates access the career bulletinboard and perform key word searching to find the type of job in whichthey might be interested.

[0011] Conversely, individual candidates can post their resumes in acentral file on the career bulletin board. That central file can then besearched by employers who typically pay a fee to the career bulletinboard for the right to search resumes that are stored therein. Theindividual candidate can then be contacted by the companies that aresubscribers to the career bulletin board.

[0012] Typically career bulletin boards do not charge candidates foraccess to company posted job listings nor are candidates charged for theright to post their resumes on the career bulletin board.

[0013] Companies typically are charged for the right to post a certainnumber of job openings for a period of time as well as are charged foraccess to the database of candidates' resumes. In this fashion thecareer bulletin board generates revenue.

[0014] It is also quite typical of such career bulletin boards thatplacement agencies are not permitted to interact with either thecompanies or the candidates since there is typically a hefty fee chargedby placement agencies for their services. Hence many job bulletin boardsdo not solicit nor will they entertain participation of placementagencies.

[0015] Placement agencies however have been imaginative in how they dealwith career bulletin boards. For example in order to circumvent the “noagency” policy of career bulletin boards, a placement agency will post afictitious resume giving contact information for the fictitiousapplicant as that of the placement agency. When an employer finds theresume to be attractive and contacts the candidate at the contactinformation, the company is connected to the placement agency that canthen potentially field a candidate at the placement agencies usual andcustomary fees.

[0016] Obviously this type of fraudulent participation is frowned uponby the career bulletin boards but is not easily curtailed. Further, ifplacement agencies are searching for a particular type of candidate, theplacement agency can sign onto the career bulletin board as a fictitiouscompany having a particular opening. When an individual job seekerapplies for that opening, the job seeker is connected to the placementagency which when performs the usual and customary screening andintroductory tasks on behalf of an employer.

[0017] Recognizing that placement agencies do have something to offer inthe job seeking and placement process, the present invention is designedto assist in bringing placement agencies, employers (companies), andcandidates together in an effective fashion. Therefore what would beparticularly useful is a system and method for bringing togetherplacement agencies, candidates, and employers (companies or corporaterecruiters) in a coherent fashion that maximizes the availability ofjobs to the candidate, generates continuing revenue to the careerbulletin board, and allows the placement agency an opportunity to fieldcandidates to employers and to seek qualified candidates for employmentpositions for which the placement agency is responsible.

SUMMARY OF THE INVENTION

[0018] In view of the above market place for career bulletin boards andthe simultaneously consistent and opposing interests among companies,placement agencies, and candidates it is therefore an objective of thepresent invention to facilitate the activities of professionals workingfor a placement agency (an agency recruiter) to interact with a careerbulletin board.

[0019] It is a further objective of the present invention to allow aplacement agency to create a personal profile on a career bulletin boardto market the agency recruiter's capabilities.

[0020] It is yet another objective of the present invention to allow anagency recruiter to create profile of the agency recruiter's activecandidates or available for job interviews.

[0021] It is still another objective of the present invention to permitagency recruiters to emphasize regional and skill specializations in apersonal profile.

[0022] It is a further objective of the present invention to create aprofile for the placement agency on the overall system.

[0023] It is still another objective of the present invention to allowplacement agencies to post candidates in an agency specific data baseportion of the career bulletin board.

[0024] It is still another objective of the present invention to allowagency recruiters to create detailed professional profiles for eachactive candidate.

[0025] It is still another objective of the present invention to allowagency candidates, that is, those individuals who are seeking jobs butwho are represented by an agency, to be available to the generalizedpopulation of companies who are seeking job candidates but who have notselected an agency to represent them.

[0026] It is still another objective of the present invention to allowindividual candidates to submit resumes to agency recruiters so thatthey may be represented to companies who have hired the agency recruiterto find suitable candidates.

[0027] It is still another objective of the present invention to allowagency recruiters to submit specific resumes to job postings that aregenerally available on the career bulletin board.

[0028] It is still another objective of the present invention to allowcompanies who are general subscribers to a career bulletin board tosearch for a recruitment agency based on a variety of criteria.

[0029] It is a further objective of the present invention to allowindividual companies to create a preferred agents list of those agentswith whom the company desires to work.

[0030] It is still another objective of the present invention to allow acompany to post a job to the entire group of agents who are subscribersto the present invention or to a specific agent as desired.

[0031] It is a further objective of the present invention to allow acompany to create a file of specific job openings that is shared with aspecific agent.

[0032] It is still another objective of the present invention to allowany particular company to search for resumes of job seekers from aspecific agency database of job applicants who are represented byagents.

[0033] It is still a further objective of the present invention to allowagencies a flexible inventory of functions to enhance their business.

[0034] It is an objective of the present invention to allow agencyrecruiters to search for jobs that have been generally posted to anagency portion of the career bulletin board database.

[0035] It is still another objective of the present invention to allowagency recruiters to submit candidates to jobs that have been posteddirectly to them from companies or in the general agency database.

[0036] It is another objective of the present invention to allow agencyrecruiters to receive a percentage fee for any placement that is made.

[0037] These objectives are not meant to be limiting and areillustrative only. Other objectives will become apparent to thoseskilled in the art from a review of the specification that follows.

[0038] For purposes of this application, the following definitionsapply:

[0039] C/PAS—Corporate/Placement Agency System (and all functionalityincluded in the scope of the Agency/Company Member interactions asdescribed herein)

[0040] Agency—The placement agency corporate entity for recruitingcandidates represented on the CPAS. Each Agency has at least one Officeand Agent.

[0041] Office—A regional location of a multi-office Agency.

[0042] Agent—An individual agency recruiter with a personal login andprofile on the AX with links to one Office and one Agency.

[0043] AP—Agency Party (this refers to the Agency representative whetherthat is the Agency Recruiter, and Agency Office Location, or the Agencyitself)

[0044] AP Hierarchy—The pairing of Agency→Office→Agent that hasdownstream one-to-many potential relationships and upstreammany-to-ones.

[0045] CBB—Career Bulletin Boards, through general functionality of acareer bulletin board system

[0046] CM—Corporate Member (this refers to the corporate user of thesystem of the present invention whether it is the corporate recruiter orthe Company itself)

[0047] RWS—Recruiter Webstation (accessed via Corporate Member)

[0048] ARWS—Agency Recruiter Webstation (accessed viahotjobs.com/agency/member)

[0049] JCP—Corporate member Job Candidate Pool

[0050] ACL—Active Candidate List (Candidate List in the ARWS CandidateManager that lets the AP make up to 20 candidates viewable to the CM'sand allows them to sort these active candidates into one or moreCandidate Folders.)

[0051] VCF—Viewable Candidates Folder (the list of up to 20 candidateson an AP's ACL that are currently searchable by CM's.)

[0052] KBS—Resumix Knowledge Base software (for automatically extractinginformation from resumes in electronic forms tablized values for titles,categories, skills etc.)

[0053] AJL—Active Jobs List (this is the Agent's Job Manager screen,consisting of all jobs tagged into the list by the AP or assigned to theAgent by an CM)

[0054] CSL—Candidates Submitted List (On the Agency Webstation job list,the AP can click an icon to view a full list of the candidates he hassubmitted to that job. This is a subset of the job's JCP on the CMRecruiter Webstation.)

[0055] CVF—Candidate/Vendor Folder (The candidate folder that aggregatesall candidates submitted to an CM by an Agent into a single collection;called the ‘Vendor Folder’ in the Recruiter Webstation and the ‘Client’folder in the Agency Webstation.)

[0056] PVL—Preferred Vendors List (“My Vendors” area on the CM'sRecruiter Webstation. This is the default screen for the “Vendors” taband represents a controlled area for an HJM to define his universe ofactive vendor relationships.

[0057] As noted above, the present invention is designed to facilitatecompany/placement agency interaction in the context of a moregeneralized career bulletin board. The initial step in the process isfor a placement agency to register with the system of the presentinvention. This is typically done by providing information concerningthe placement agency and various identification information (as morefully set forth below), as well as, paying a monthly subscription fee,although this not meant as a limitation. Other fee structures may becharged depending upon the individual commercial situation. Placementagencies may sign up as an entire multi-office agency or simply sign upfor an individual office or two depending upon the commercial realitiesof the situation. Other independent recruiters, who are not associatedwith an agency, may also sign up for the present invention in a similarfashion to that of agencies.

[0058] In the system of the present invention an each agent can enterinformation concerning the agent's background. For example, in additionto information regarding name, address, telephone numbers and the like,the agent can enter information regarding the industries in which theagent has particular skills, the salary ranges of positions for whichthe agent is seeking qualified candidates, and associated information.The present invention provides for the agent to be able to edit theagent file and comprises instructions for checking an entries and notingany errors associated with data that has been entered.

[0059] Each agent is associated with an agency, even if the agent is anindependent or a “one man shop.” In a similar fashion to entry of agentdata, placement agency data is also entered including name and addressof the placement agency and other contact information. Further theplacement agency data entry can list industry focus in the event thatthe agency places, for example, only computer programmers, or onlysecretarial or support staff. (For purpose of this application the term“placement agency” and “agency” are used interchangeably). The agencydata can be edited and appropriate software checked for errors in anydata entry and provide error messages to the individual who is enteringthe agency data. An agent can enter a particular candidate whom theagent represents and whose resume is available to be forwarded topotential corporate placement personnel. Initially a job seeker providesa resume in an electronic form. Data extraction software extractsappropriate information for a “person” file including name, address,telephone number, salary rage desired, whether or not prior work placescan me contacted, educational degrees, and the like.

[0060] Once the information is extracted it may be edited and any editsthat are made are subject to error checking to allow the agent to besure that the file is appropriate for subsequent uses by the system. Itshould be noted that the candidate resume will stay in electronic formeven though data extracted from the resume is now resident in the“person” file.

[0061] During this sign-up process an agency record is created whichcomprises a agency level profile, a regional office profile, which wouldbe linked to the agency level profile and records associated withindividual agents who have permission to work with the presentinvention.

[0062] Requests for agency registration can occur via a web site of thepresent invention or through various telephonic contact. However, theend result is a database record concerning the agency on the system ofthe present invention.

[0063] A wide variety of agency information is obtained in order to bothquality the agency as well as to allow CM's to search agencies havingparticular characteristics such as major clients, agency focus, lastnumber of placements, technological areas, and the like.

[0064] Once an agency account has been opened, the placementagency/agent are notified via e-mail and are provided with user namesand passwords in a similar fashion to that known in the art.

[0065] Once the account is created for the agency, the agency member cancomplete any additional user profiles for its agents on a home pagewhich is specifically designed to be the graphical user interface foragencies. The agency home page comprises a web page having a tool barand navigation aids to allow the agency to perform the variety offunctions that are available from the present invention. For example, a“candidate” button allows an agency to post candidate profiles. A “jobs”button allows the agency to view the jobs that have been assigned to theagency by CM's to find qualified candidates. A “clients” button allowsan agency to view all resumes submitted to a particular client (a“client”, CM typically, is a company seeking to fill a position). A“cover letter” button allows agencies to create standardized lettersfrom templates to be sent to the CM along with the candidate's resume. A“search” button allows agencies to search through a database of jobsposted by CM's and to search for specific candidates who match thequalifications for those jobs. These buttons are not meant aslimitations but are illustrative of the types of functions that would beavailable in the initial page offer to agencies.

[0066] The agencies are provided with a wide variety of functions formanaging candidates. The agency can post candidates to a database whichwill allow other agents and companies to search those candidates todetermine if they are appropriate for open jobs. Further the agency cansearch jobs that are available.

[0067] Agencies can add candidate resumes into the system of the presentinvention as well as create detailed professional profiles for eachcandidate.

[0068] It is recognized that not all candidates will be active at alltimes. Thus an agency can maintain a list of active candidates as wellas a list of inactive ones. Agencies can also allow candidates to beviewed by other agencies and/or viewed by the general population of CM'ssearching for candidates.

[0069] Since agencies may represent many candidates in different areas,agencies can using a capability of the present invention, createcandidate folders, which allow grouping of candidates by theme (i.e.engineers, doctors, lawyers, administrative). A wide variety of otherfunctions are also available to the agency in order to managecandidates. These are explained more completely below. For example, andwithout limitation, agencies can add candidates, providing backgroundinformation as well as specific contact information if desired.Information concerning a summary of the candidate, the desired position,experience level, and other characteristics can be input by the agency.

[0070] Once a professional profile for the candidate is submitted, theagency saves the candidate in the particular folder which, as notedabove, allows sorting of candidates based upon a variety ofcharacteristics and themes.

[0071] Candidates can also be removed from an active candidate listdepending upon the individual candidates situation. Further, the agencycan chose to conceal candidate information or conversely revealcandidate information in the profile for any resumes that are viewedand/or sent to a potential employer.

[0072] Agencies can move candidates from one folder to another assituations change. This allows candidates, who may be able to performjobs in multiple classifications to be placed in appropriate folders tobe used by CM's who are clients of the agency or by CM's searching theagency databases.

[0073] In a similar fashion to the way candidates are managed byagencies, so are CM jobs and folders managed. In this instance, as notedabove, a CM is the company that is looking for a particular candidatehaving the requisite qualifications to fill vacant slots. Thus inaddition to marketing candidates to CM's, agencies have the opportunityto submit candidates to the general placement system data base in orderto be made viewable to other agents or CM's. When this occurs, a CM maychose to establish a constant open contact with an agency by displayinga candidate folder to the agency. That folder would then be presented tothe agency's CM folder list and be available for resume submission tothe CM. Agents can submit candidates to jobs, view a list of candidatesthat have previously be submitted and record various notes regardingeach job submitted by a CM.

[0074] Individual CM may post jobs, and remove jobs regardless of wherethey reside within the system of the present intention.

[0075] Jobs may be specifically assigned by a CM to an agent. In thisinstance a company CM may desire a job to be handled by a particularagent, having certain characteristics, or may have a successful historywith a particular agent. When a CM wishes to post a job to the system ofthe present invention, the CM can elect to assign a job to a particularagent to be filled. When this occurs the agent receives an e-mail that ajob has been assigned specifically to him by a CM.

[0076] When an agent clicks on a particular job folder, whether it isspecifically assigned to him or in a more generalized portion of thedatabase, a pop up window appears with the formatted job description,profile information and other information concerning the job. Typicallyjobs are associated with a particular hiring CM. The agency can click onthe hiring CM and obtain, in a pop up window, the profile of the CM thatwill be doing the hiring.

[0077] Those candidates being managed by the agency can also be accessedby the agent and appear in a pop up window as well. These candidateshave a wide variety of information about them so that the agent cancontact them in the event that there is a match between a posted job anda candidate. The agent can then submit a job seeker against a particularjob. This submission will include the creation of a cover letter whichwill go along with the candidate's submission.

[0078] When a candidate profile is submitted to a job posting of a CM,the CM is notified via e-mail that a candidate or candidates profile hasbeen submitted to the particular job posting. The e-mail includes thecover letter and links to the agent as well. The candidate'sprofessional profile is attached to the e-mail so that information aboutthe candidate can be directly viewed by the CM.

[0079] Agents can search for jobs against which candidates can beposted. The search screen contains such information as the job type,title, skills required, salary, and other information helpful insearching for a position for potential candidate.

[0080] A CM has the ability to have an on going connection andrelationship with an agency. In so doing, the CM has the ability to makea folder viewable to specific agency(s). In this folder can be anunlimited number of candidates against which the agency may submitpotential job seekers. The agency is given the ability to see all of thecandidates that have been submitted to various jobs so that the agencycan keep track of who was submitted to which position. Any subsequentactions that are taken by the CM, appear to the agency so that theagency can keep tract of the actions taken by the CM.

[0081] CM's having jobs to fill, have a wide variety of interactivecapability with the various agencies who subscribe to the system. Forexample, a CM may search for resumes posted by agencies, search for anagency with which to establish a relationship, search for an agent withwhich to establish a relationship, maintain a list of preferred agentsand agencies, make job requirements available to the entire agencydatabase or assign open job requirements only to a specific agent orgroup of agents. This list of functions is not exhaustive and is forillustrative purposes only. It will be clear to those skilled in the artthat other functions may also occur which would facilitate theinteraction between companies and agencies.

[0082] CM's who are members of the present invention are able to searcha database that is specific to the agency database of resumes withouthaving to search the entire CBB. These are resumes that are distinctfrom the general population of resumes submitted by those candidates whoare not represented by agencies. Specific word searches can be conductedand a list of candidates satisfying the requirements are returned to theemployer.

[0083] While the individual CM's clearly have the option of searchingresumes sponsored by various agencies, there is also a suite offunctionality associated with the task locating an agency with whom theCM might deal. CM's of the present invention have the ability to locateagencies and their associated offices via the graphical user interface.This is accomplished for several reasons: First, the CM may want tolocate a particular agent to place on the CM's vendors list. Further,after locating appropriate agents, companies will want to find resumesto fill open jobs and to establish that the particular agent hasqualifications to fill future openings should they occur.

[0084] CM's of the present invention can locate agencies by name,location, type, industry focus, job interest focus, the agencies rating(as will be more fully explained below) and individual agent name.

[0085] Once the agency is located, the CM can browse through informationon the agents by their skills, specialization, and other criteria. Otherinformation, such as the standard fee of the agency, over all rating,client list, and other factors will be displayed for the company toassist the company in potentially selecting that agency as a preferredvendor. Also, an agent level search can also be performed so that acompany can obtain information on an individual agent.

[0086] Individual member CM's are also be able to assign their jobpostings directly into an agency whether it be to the agency generallyor to specific agents. General functionality of the present inventionallows CM's to assign jobs to the entire group of agents who are membersof the present invention as well as to post jobs to selected agentsand/or agencies within the agency data base. Further, as new agenciesjoin the present invention, any CM is able to search for such newagencies.

[0087] As noted above CM's are able to post jobs to multiple preferredvendor groups so that a job may be posted to more than one agency at atime. Further, jobs may be assigned to multiple individual agents aswell.

[0088] An additional feature of the present invention is a ratingcapability which allows for the establishment of a rating systemassociated with agencies which are registered members of the presentinvention. This rating functionality allows a CM to provide feedback tothe community of other CM's on their experience with a particularagency. This will further assist other CM's in establishing theirwillingness to do business with a certain agency based on the commentsand ratings made by other companies. This in turn will lead toenforcement of good business practices among agencies by making themaware of their relative status as compared to other agencies being usedby the community of CM's who are members of the present invention.

[0089] The system of the present invention allows feedback to beprovided on a particular agent. A generalized five-point rating scale,(although this is not meant as a limitation) running from poor serviceto excellent service. Other types of rating scales will be considered tobe within the scope of the present invention.

[0090] After the submission of a minimal number of comments (preferablybut not limited to five) the average rating for an agent or agency isestablished. This rating can be viewed by CM's to see what other CM'shave to say about the particular agent or agency. Additionally agentsare able to view their own ratings so that they can improve theirperformance where necessary.

[0091] The present invention will integrate with other systems forresume submission, sorting, and creation as well as for systems forpayment for services rendered during the course of all of the functionsnoted above.

BRIEF DESCRIPTION OF THE FIGURES

[0092]FIG. 1 illustrates the overall architecture of the presentinvention including (CBB and C/PAS)

[0093]FIG. 2 illustrates the architecture of the C/PAS

[0094]FIG. 3 illustrates the sign-on screen for and agency recruiterusing the present invention.

[0095]FIG. 4 illustrates jobs that are required to be filled by therecruiter.

[0096]FIG. 4A illustrates the job search function screen of the agent.

[0097]FIG. 5 illustrates the specific candidates who are available forsuitable positions.

[0098]FIG. 6 illustrates the company contact information for therecruiter to enable contacts within the company that requires jobs to befilled.

[0099]FIG. 7 illustrates the search screen allowing jobs to be searchedfor using keywords and other discriminating factors.

[0100]FIG. 8 illustrates the Agency profile page providing informationon the recruiting agency.

[0101]FIG. 9 illustrates the individual recruiter profile page withcontacts and descriptive information on the specific recruiter.

[0102]FIG. 10 illustrates a company search page whereby a company canaccess resumes via a search or via specific vendors (recruitingagencies).

[0103]FIG. 11 illustrates an agency search screen showing results ofsearching for recruiting agencies.

[0104]FIG. 12 illustrates the agent search results pages showing theplacements of a specific agent and additional information on the agent.

[0105]FIG. 13 illustrates a job page whereby a company can manage jobsthat are required to be filled.

[0106]FIG. 14 illustrates a search results page that reports on resumesthat are in the agency portion of the database as opposed to thoseresumes that are generally submitted to the database of a careerbulletin board.

DETAILED DESCRIPTION OF THE INVENTION

[0107] The following illustration provides an example of theorganization of links and servers of the present invention. For purposesof this illustration, the commercial embodiment is illustrated under thename HOTJOBS, which is the commercial service mark associated with thepresent invention. Similarly, AGENCY EXCHANGE and the acronyms AX and HJare also abbreviations for service marks associated with the commercialembodiment of the present invention. For clarity purposes, thesecommercial service marks and acronyms are used in the following example..

[0108] There are three distinct web servers in production for AgencyExchange: the native agency server (AGENCY), the native hotjobs server(HOTJOBS), and the agency-hotjobs integration server (AXHJ). AGENCY:http://agency.hotjobs.com HOTJOBS: http://member.hotjobs.com AXHJ:http://axhj.hotjobs.com

[0109] Each realm (agency member, hotjobs member) has its own directoryon each web server: AGENCY: native: agency.hotjobs.com/member axhj:axhj.hotjobs.com/ax hj: member.hotjobs.com/ax HOTJOBS: native:member.hotjobs.com/member axhj: axhj.hotjobs.com/hj agency:agency.hotjobs.com/hj

[0110] i.e., either realm has a corresponding /ax or /hj directory whenon a foreign (non-native) web server.

[0111] Separate databases are associated with each web server. None ofthese three databases (agency, axhj, hotjobs) are linked in any way, andall data sharing between the databases is performed strictly at theapplication level (i.e. the client's web browser). Thus, http can beconsidered the primary and only data transport mechanism between thethree databases.

[0112] The following naming conventions will be used throughout thisdocument: AX agency exchange HJ HotJobs Agent an AX agent as referred tofrom the agency realm Vendor an AX agent as referred to from the HotJobsrealm Candidate an AX agent's candidate (person record) Job a HJmember's job Client a HJ member as referred to from the agency realm hjmember HotJobs member/user Link a relationship between an AXagent/candidate and a HJ member native server/layer the “home” webserver of the current realm (e.g. nabby.dev.hotjobs.com for HotJobs)AXHJ server/layer the axhj server foreign server/layer the server on the“other side,” so-to-speak (e.g. agency.hotjobs.com for HotJobs)

[0113] LINK TYPES

[0114] There are four types of links that can be created between agencyagents and hotjobs members. cgi type tag prefix realm link descriptionax-rel AXR_ HJ HJ member −> agent hj-link HJL_ HJ HJ job −> agentax-rel-link AXRL_ AX AX candidate −> HJ member ax-link AXL_ AX AXcandidate −> HJ job

[0115] These links define the sequence of transactions that can occurbetween a HJ member and AX agent. The first link must always beinitiated by the HJ member, with the exception of the agent searchingfor and “bookmarking” a job made viewable to the exchange by the HJmember. In a typical scenario, the HJ member links him/herself to anagent by finding the agent (via searching or browsing mechanisms), thenby adding the agent to their “My Vendors” list. After this initiallinkage, the agent will become part of the HJ member's “My Vendors”list, while the HJ member will become part of the AX agent's “MyClients” list. Thus the relationship:

My Vendor (HJ)⇄My Client (AX)

[0116] After this link is created, the agent may then submit candidatesfor review by the HJ member. Similarly, an agent may submit a candidateto a HJ member's specific job after that member has created a linkbetween that job and the agent:

Linked Job (HJ)⇄My Jobs (AX)

[0117] Links are unidirectional in that they be created and destroyed byone party and viewed but not destroyed by the reciprocal party. The“realm” column indicates which party can create the link. Thus, linksmarked “HJ” realm in the table are created by the HJ member and viewedby the AX agent, and vice versa.

[0118] Because databases in different realms are not connected in anymanner, all fields must be replicated in the integration layer as neededfor list viewing of link information (i.e. any fields that will bedisplayed in cgi list “shorts”). This includes information that will beviewed by BOTH parties (agent and HJ member); e.g. if a job is linked toan agent, the job title, job primary key (pindex), job location, HJmember name (U_GECOS), HJ member company name (G_GECOS), etc. etc. willneed to be replicated, in addition to the destination agent's name,primary key, location, etc. etc. Thus, when creating links it isimportant to remember all the required fields for viewing that link fromeither realm (AX or HJ).

[0119] In order to pass the conglomeration of all necessary fields in asingle HTML form variable (e.g. a form checkbox), field name/value pairsare passed in LDIF format. The syntax for LDIF is as follows:

[0120] NAME: VALUE\n

[0121] or:

[0122] NAME:: BASE64_ENCODED_VALUE\n

[0123] Note the space after the colon(s), and the line break at the endof the line to terminate the record. Double colons are used to specify avalue in Base64 encoding. Because line breaks are not interpreted inHTML, line breaks must be escaped using the appropriate characterencoding:

[0124] &#010;

[0125] Following is an illustration of an LDIF record, in this case forax-rel (HM member→agent). This is merely used as an illustration. Thoseskilled in the art will understand that other coding is also possible toaccomplish the same task: <input type=checkbox name=“REC”value=“AXR_AX_UPINDEX:: ˜|AGT_PINDEX encode base64|˜&#010;AXR_AX_AGC_NAME:: ˜|AGT_AGC_NAME encodebase64|˜&#010;AXR_AX_AGT_FNAME:: ˜|AGT_FNAME encodebase64|˜&#010;AXR_AX_AGT_LNAME:: ˜|AGT_LNAME encodebase64|˜&#010;AXR_AX_AGT_FEE::˜|AGT_FEE1 encodebase64|˜&#010;AXR_AX_AGT_IND_FOCUS::˜|AGT_IND_FOCUS encodebase64|˜&#010;AXR_AX_AGT_JOB_FOCUS::˜|AGT_JOB_FOCUS encodebase64|˜&#010;AXR_AX_AGT_LOCATION:: ˜|AGT_LOCATION encodebase64|˜&#010;AXR_HJ_U_GECOS:: ˜|U_GECOS encodebase64|˜&#010;AXR_HJ_G_GECOS:: ˜|G_GECOS encode base64|˜&#010;“>

[0126] Links are associated with agency and hotjobs records bothdirectly and indirectly. For instance, the ax-link type (AX candidate→HJjobs) is associated by primary key with an AX person, a HJ job, and theowner of the job (HJM). In addition, the association with an AX personrecord implies an indirect association with the parent of that record,i.e. the person's agent. Thus the following table: associated               indirectly link type records associated primarykeys  associated records ax-rel agent, HJM AXR_AX_UPINDEX (AGT_PINDEX)AXR_HJ_UPINDEX (U_ACCOUNT) hj-link job, agent HJL_AX_UPINDEX(AGT_PINDEX) HJM [J_OWNER (U_ACCOUNT)] HJL_HJ_JPINDEX (J_PINDEX)ax-rel-link HJM, person AXRL_AX_PPINDEX (P_PINDEX) agent [P_OWNER(AGT_PINDEX)] AXRL_HJ_UPINDEX (U_ACCOUNT) ax-link person, jobAXL_AX_PPINDEX (P_PINDEX) agent [P_OWNER (AGT_PINDEX)] AXL_HJ_JPINDEX(J_PINDEX) HJM [J_OWNER (U_ACCOUNT)]

[0127] Directly associated records have primary key entries in the linkdata type and thus can be linked directly, whereas indirectly associatedrecords are referenced through those directly associated records (i.e.parent/owner relationships).

[0128] FIGS. 1-14 herein represent the system of the present inventionand the various screen shots that are illustrative of the functions ofthe present invention that follow.

[0129] Referring first to FIG. 1, the overall architecture of the jobplacement system comprising the agency interaction of the presentinvention is illustrated. Individual users who may be employmentagencies and/or applicants seeking to post resumes interact throughtheir PC's 10, 12 using web browsers 14, 16 as normally found on suchcomputers. For example Netscape or Microsoft Explorer are suitablebrowsers for use with the present invention. The users interact over anetwork 18 which is preferably the Internet but which may be any networksuch as an Internet, a wireless network, or any other network that canprovide by directional communication. Requests to interact withcompanies or to search a database of available job postings aretransmitted to the server 20 which manages the interaction of users withthe overall job placement system. The server comprises a database of joblistings and other information 24 along with certain utilities 26 toallow data to be parsed to allow searches of the database to beconducted with results being returned to terminals 10, 12, 28 via theserver 20.

[0130] Also connected to the server of the job placement system 20 isthe agency server 22 which comprises the present invention as will bemore fully explained below. Finally the overall system comprises afinancial functionality 34 that allows the operator of the overall jobplacement system to settle credit card payments and to receive paymentsvia the normal financial transactions network known in the art.

[0131] Referring now to FIG. 2 the overall C/PAS server, which comprisesthe present invention is illustrated. The C/PAS server 22 operates in asimilar fashion to the overall job placement systems described in FIG.1, however it relates to the specific transactions that exist betweenagencies and those users of the system who are companies or entities whoare seeking persons to fill specific jobs that are available. Thoseentities will be hereinafter referred to as “corporate” users althoughthis is not meant to limit the use to corporations. Anyone desiring tohave a job listing filled by candidates would be considered for purposesof this application to be a corporate member or CM. Similarly, users ofthe C/PAS system are generally placement agencies or agents and will bereferred to as such throughout this application. The C/PAS server 22interacts with corporate users and placement agencies via the CBB systemserver 20, however the C/PAS server 22comprises its own series ofcommunication protocols and exchanges of information. The C/PAS server22 receives requests from placement agencies and corporate users viacomputers 10, 12 over normal web browsers. In between those users andthe agency exchange server is a series of load balancers (not shown)which simply serve the normal load balancing function to insure that noone server or communications channel within the C/PAS server isoverloaded, thereby optimizing response time.

[0132] The server 22 comprises a UNIX file system 40, which receivestemplates to report information required by users, agents and CM's viacommon gateway interfaces (CGI) 42, 44, and 46.

[0133] Data logger 48 logs queries and message traffic from placementagencies and corporate users and stores that information for variousprocessing and searching algorithms via the utilities functionality 26over the overall system.

[0134] As in the overall system, the oracle database server 24 storesjob information and agency and corporate user information for subsequentmessage traffic processing. Information from the oracle server is alsostored in a series of separate files. For example the oracle databasecomprises all types of information. However in the present inventionthat information is parsed into separate files. For example, a file ofpersons who are available for jobs 28 is created for search purposes.Similarly, a C/PAS job search file 36, which is similar to the jobsearch file in the overall CBB system is also created. These are jobswhich are posted by corporate users and which may be searched byagencies in order to determine if a candidate can fill the particularjob.

[0135] A job show file 38 is also created specifically for the agencyexchange functionality that allows the jobs that have been posted bycorporate users to be posted and displayed to placement agencies.

[0136] Referring now to FIG. 3, the overall exchange of information inestablishment of links is illustrated. When a corporate user 50 desiresto establish a relationship with a placement agency 54 the employer canestablish that particular link 52 and send a link to the agencyrecruiter 54. In contrast however, an agency recruiter cannot establisha relationship and hence a link with a corporate user 50 unless thatcorporate user allows it to happen in the first instance. Once that linkis established, the corporate user 50 establishes a database ofavailable positions 56 which are stored in the database of the presentinvention. If a corporate user 50 desires to post a specific job 56 tothe placement agency 54 that job is sent via a specific link 58 to thatagency recruiter. The link 58 however is specific to an agency recruiteror series of recruiters with whom the corporate user 50 has establishedas desired relationships. The job would not go to any other agenciesunless the corporate user established a link to that agency. However, asnoted earlier, a CM can post a job to all available agencies, and, if anagency has a candidate meeting the job requirements, the agency cansubmit the candidates' resume to the CM for this one job only.

[0137] The agency recruiter 54 which subscribes to the present inventionestablishes a database of resumes 62 of individuals whom the agencyrecruiter is representing. The resumes of the placement agency 54 can bestored and accessed (for updating purposes) only by the placement agency54 or stored in a resume database 62 and submitted via a C/PAS link 64to the job database 56 of the corporate user 50. In general however whenresumes are directly submitted to the job database 56 they are submittedin the expectation that various corporate users will search that jobposting file. When a corporate user searches a job posting file and seesa resume of interest, the association of the particular candidate with aparticular placement agency is also listed. At that point the corporateuser can establish a link 52 with the placement agency 54 to potentiallyinterview that applicant.

[0138] In another communication channel, the corporate user 50 posts ajob to an associated job file 56. That job is sent via a system link 58to the agency recruiter 54. The agency recruiter can compare that jobrequirement to resumes stored in the resume file 62 and provide aspecific resume or resumes via a specific relationship link 60 that hasbeen established by the corporate member with the agency recruiter. Suchjobs are submitted directly to the corporate user in response to a jobposting that was sent to the placement agency 54. As noted above,certain of the links can only be established by one of the two parties(typically the corporate user to the placement agency 54)

[0139] Referring now to FIG. 4, the relationship between an individualcandidate job seeker) with the job file of the present invention isillustrated. An individual job seeker 66 submits a resume in response toa job that maybe listed by a placement agency. That resume then residesin a jobs file 70, which is associated with and can be searched byplacement agencies. In this instance job seeker 66 accesses the overallplacement system (CBB) and views a particular job that is available.That job may have been placed by the agency recruiter. The personresponds to that job and establishes a link between the resume submittedby the job seeker and the job that was posted. That person-job link 68is then stored in a jobs file 70 which can be accessed by the agencyrecruiter and either posted to a jobs file generally or posted inresponse to a specific request for a job from a corporate member.

[0140] One of the searchable aspects of the present invention involveusing Standard Industrialization Codes (SIC's) which series of codes iswell known in the art and whose organization of codes also isincorporated herein in its entirety.

[0141] As referred to herein, the terms “HotJobs Agency Exchange” and“AX” are synonymous with the present invention C/PAS. These merelyrepresent the commercial service marks for the present invention as ithas been released to the public.

[0142] The C/PAS facilitates online interactions between corporatestaffing organizations and professional recruiting agencies. The C/PASwill exists as a separate database and functional system from a centralgeneralized computerized placement system (CBB) and integrates at selectpoints into the generalized system to allow for real-time data exchangebetween the CM's and Agency users of C/PAS.

[0143] The system of the present invention provides online registrationfacilities for Agencies to use to submit an account purchase/set-uprequest. It also provides a webstation login facility for registeredAgency users. C/PAS marketing material and login facilities areintegrated into the core CBB front-end employer-related sections aswell.

[0144] Once an account is created for an Agency user, he will access hisC/PAS webstation via an appropriate browser.

[0145] CM's users will access C/PAS through functionality of a CMRecruiter Webstation.

[0146] CBB Account Management staff are able to administer C/PASaccounts and system data through an internal Agency AdministratorWebstation (CBB/agency/admin). The C/PAS Admin site is completelydistinct from the existing CBB/admin site.

[0147] The Agency Webstation, that is the workstation that a recruitingagency uses to manage its activities within the system of the presentinvention, comprises a single level of user access and a second accesslevel that allows privileged users to manage (add/edit/delete) accountsand maintain the company profile on behalf of the Agency.

[0148] Each participating Agency Recruiter can create a personal profileon the system to market himself and his active candidates to the CM userpopulation. Within this webstation, software and user interface screenspermit the Agency Recruiter to:

[0149] create a personal profile for himself marketing his regional andskills specializations (searchable by CM users);

[0150] create a company profile for the Agency

[0151] add candidates to the C/PAS database linked to his user profile

[0152] create a detailed professional profile for each active candidate;

[0153] make candidate profiles concurrently active/viewable to the CMuser population

[0154] submit candidates to a folder created specifically for him by aCM user.

[0155] maintain a list of jobs posted directly to the agent or to thegeneral agency population

[0156] search through database of jobs posted to the general agencypopulation

[0157] submit candidates to specific jobs made viewable to the C/PASuser population or specifically to him or his agency by the CM members;

[0158] Agency Administrators will additionally be able to manage useraccounts (purchase, create, edit, inactivate user webstations) andcreate/maintain the Agency (company-level) Profile that is searchable bythe CM user population (searchable by region etc.).

[0159] Data capture on the C/PAS is table-driven where possible toenhance searchability and data integrity. Knowledge based software isused towards this end to extract and store field values for EmployerName, Job Category & Title, Skills, etc.

[0160] The CM initiates all interactions with agency, either by 1)posting a job into the general C/PAS or to one or more specific agenciesor agency recruiters; 2) searching the C/PAS resume database andcontacting the Agency Party in order to obtain contact information onthe candidate; 3) creating a folder for a specific agency recruiter tosubmit candidates into; or 4) by searching the agencies and agencyrecruiters listed on the C/PAS and establishing contact with the AgencyParties off-line. These interactions are not meant as a limitation.Other types of online interactions are considered to be within the scopeof the present invention.

[0161] When CM's search against the Candidate Profiles posted in theC/PAS, the C/PAS profiles may be tagged into the CM's Job Candidate Poolor Personal Folders, but candidate contact information will not beviewable on the Profiles and will require offline coordination with theAgency Party to proceed with the screening process for an C/PAScandidate.

[0162] A CM has the opportunity to participate in an Agency/AgencyRecruiter rating system where CM users may view how other CM's haverated participating agencies or agency recruiters based on pastinteractions, and assign ratings of their own to the agency partiesbased on their experiences in the C/PAS.

[0163] Agency Parties rated to a certain negative degree are barred fromfurther participation in the C/PAS and removed from the system.

[0164] Accounts on the C/PAS must be created and managed(add/edit/delete) by a a CBB Account Manager. Alternatively, accountsmay be managed by Agency Admin users via a generic mechanism for accountcreation used across the products and services of the present invention.

[0165] A monthly subscription fee is paid by each Agency on aper-Webstation basis according to a tiered pricing structure known inthe art.

[0166] The functionality necessary to interact with the C/PAS isincorporated into a standard delivered Recruiter Webstation.

[0167] Softshoe/Shoelace, which are programs belonging to HotJobs, Inc.,New York City N.Y., whose contents are incorporated herein by referencein their entirety, and whose cross-posted jobs must be routable to theC/PAS from the SS/SL back-ends. Vendor Management Module functionalityare incorporated as necessary into the standard applicationfunctionality to enable this routing.

[0168] International users, since they share the same back-end as theCBB domestic users, are able to route jobs into the C/PAS just asdomestic users can.

[0169] Agencies may only participate in the C/PAS by signing up asmembers of the system and typically paying the associated monthlysubscription fee. Each Agency Party (AP) must have an Agencycompany-level record and Office Location affiliation as well as apersonal login and user profile in order to post candidates and searchmember jobs.

[0170] Significant diversity is expected in the AX sales/sign-upprocess: an Agency may join the exchange through contact initiated by aCBB sales rep, through an in-bound telephone or email inquiry, orthrough an online request for membership. Further, an Agency may sign anationwide cross-company deal consisting of multiple webstations torepresent the entire user population at that Agency; regional offices ofa franchised agency may sign up independently and sporadically; orindividual agency recruiters may purchase their own subscriptionsindependent or in advance of an agency-wide deal. Non-affiliatedheadhunters may also buy personal subscriptions without any major agencyaffiliation at all.

[0171] Regardless of the circumstance surrounding the sign-up, accountcreation comprises the following elements:

[0172] Agency Record (company-level profile)

[0173] Agency Office Record (regional office profile linked to an AgencyRecord)

[0174] Agent Record (individual user webstation linked to an AgencyOffice Record; one or more webstations within an Office Record may havea higher set of access privileges allowing for user account andAgency/Office profile administration)

[0175] An Agency Record may have multiple associated Offices & Agents;however, each Office is generally linked to a single Agency, and eachAgent is generally linked to a single Office.

[0176] The integrity of the Agency/Office/Agent Hierarchy (AP Hierarchy)is maintained by the systems of the present invention. Once an AgencyRecord is created, any Office or Agent representative of that Agency islinked to that single Agency Record. In general Agency Records exist fora single Agency.

[0177] Maintaining the AP Hierarchy ensures the integrity of the AgencySearch functionality of the CM, who needs to be able to locate an Agencyin the C/PAS database according to location, skill specialization,rating, client list etc. The search results allows the CM to drill downthrough the AP Hierarchy from an Agency and its profile→a list of allassociated Office Locations with separate profiles per Office→separateAgents within an Office and their personal Agent profiles.

[0178] The Agency Record must be created before an affiliated Office andAgent can be added to the system. An account management function allowsfor this creation. Once the Agency Record and at least one Office Recordand one Agent Record are created, the AP is allowed to add anyadditional Office or Agent accounts using the Agency administrator levelof access.

[0179] There are several ways a request to create an Agency account (anAgency-Record-Create request) can be routed to an Account Manager. Eachroute must capture the minimum amount of data required to create anAgency Record on the system. These request routes are detailed asfollows:

[0180] If the Agency submits an account request via the agency website,the purchaser must be informed of the terms and conditions ofparticipating in the AX and must submit all information necessary tocreate the account and process the bill.

[0181] The Agency-Account-Create-Request Form screen comprises the fieldelements: such as but without limitation, legal terms Agencyidentification information, billing information.

[0182] Agency Headquarter Location (City, State free input with USPSverification)

[0183] Agency Headquarter Telephone Number

[0184] Number of US Office Locations

[0185] Locations to be listed on the Exchange

[0186] Date Agency Founded (YYYY)

[0187] Number of Employees

[0188] Agency Type (Public, Private, Franchise, Independent)

[0189] Industry Focus

[0190] Job Focus

[0191] Standard Fee (%)

[0192] Major Clients

[0193] URL (links to Agency Website)

[0194] Agency Description (HTML compatible)

[0195] Activation Date (dd/mm/yyyy; defaults to current date)

[0196] optionally request DUNS #'s

[0197] Number of Accounts to be purchased

[0198] Desired Account Activation Date

[0199] Billing Contact Name & Address

[0200] Billing Type (Allow for credit card purchase online & no invoiceoption.)

[0201] Credit Card Information

[0202] The system also requests user information for a specific agencyperson permitted to access the system. Such user information is, withoutlimitation,

[0203] First Name

[0204] Last Name

[0205] Email Address (need text indicating that email address will serveas log-in name)

[0206] Office Location

[0207] Telephone Number

[0208] Password

[0209] Activation Date

[0210] Once the request is submitted the information is provided to asystem level Account Manager to verify that the Agency is unique (andnot otherwise duplicated in the system), that the billing and accountset-up information is complete, and that the requesting party is in goodfinancial standing.

[0211] If information is incomplete or incorrect, the reviewer must takethe necessary steps to complete or correct the data. Once everything iscorrectly entered account requests will be accepted and processed withthe following effects:

[0212] A new Agency Record is created with the submitted information andactivated on the date specified. New Office Location Records are createdfor each Office Location specified and activated in tandem with theAgency Record activation. New Agent Records are created for each userspecified and activated on the date specified. Email notification withURL and password information sent to each new user. Upon first timelogin the Agency user must complete a profile with missing info beforeproceeding with core functionality of the present invention.

[0213] In an alternate embodiment of the Agency Record creation process,Agencies can submit an account request via the telephone or an emailwhenever the Agency is informed of the terms and conditions ofparticipating in the C/PAS prior to the account creation. Further theAgency must deliver all information necessary to create the account andprocess any resulting invoice. Any other necessary records are createdas noted above.

[0214] Once the account request form in processed and Agency record iscreating comprising.

[0215] Agency Name

[0216] Account Executive responsible for the Agency

[0217] Account Manager for the Agency

[0218] Headquarter Location (City, State)

[0219] Headquarter Telephone Number

[0220] Number of US Office Locations

[0221] Date Founded (YYYY)

[0222] Number of Employees

[0223] Agency Type (Public, Private, Franchise, Independent??)

[0224] Industry Focus

[0225] Job Focus

[0226] Standard Fee (%)

[0227] Major Clients

[0228] URL (links to Agency Website)

[0229] Agency Description

[0230] Activation Date

[0231] Similarly, a Office Locator record is also created comprising

[0232] Office Locationl (City, State w/USPS value verification, orRegions select mechanism)

[0233] Location Street Address1, 2

[0234] Location Main Telephone Number

[0235] Location Number Employees

[0236] Location Industry Focus

[0237] Location Job Focus

[0238] Location Standard Fee (%)

[0239] Location Major Clients (lookup against Resumix employer list?)

[0240] Location URL

[0241] Location Description

[0242] Multiple office location records can be created for a givenAgency In addition, an agent record is created for each agent associatedwith an agency. That agent record comprises.

[0243] First Name

[0244] Last Name

[0245] Email Address

[0246] Office Location

[0247] Telephone Number

[0248] Cell Phone Number

[0249] Agent Industry Focus

[0250] Agent Job Focus

[0251] Agent Standard Fee (%)

[0252] Agent Major Clients

[0253] Number of Active Candidates Allowed

[0254] Number of Searchable Candidates Allowed

[0255] Activation Date (dd/mm/yyyy)

[0256] Password

[0257] Usemrname (defaults to Email Address)

[0258] Once an account has been created for an AP, an email notificationis automatically dispatched to the user communicating the login URL andUsername/Password information.

[0259] The AP then accesses the /agency/member site and completes hisUser Profile before proceeding with any of the core AX functionality.The system of the present invention recognizes a first-time user vs arepeat visit. A user would be recognized as a first-time user until theProfile is complete at which point all subsequent logins allow fornormal interactions with the system. An agent cannot view or use corefunctionality until at least the User Profile is complete.

[0260] The AP Homepage consists of a toolbar and navigation aidsconsisting of the following elements:—although the elements should notbe viewed as limiting.

[0261] HOME—Used by the agent to return to their home page.

[0262] CANDIDATES—Takes the agent to the candidate manager

[0263] Used by the agent to enter a candidate profile

[0264] Used by the agent to manage personal candidate lists.

[0265] JOBS—Takes the agent to the job manager

[0266] Used by the agent to view jobs that have been assigned to him orhis AP hierarchy by member companies within the Hotjobs.com network.

[0267] Used by agent to manage jobs that were found via a job search.

[0268] Used by the agent to search for a job opening. A search executesagainst the subset of the larger HotJobs database that has been madeviewable to the Exchange.

[0269] CLIENTS—Takes the agent to their Client Folder Manager

[0270] Allows Agent to view all resumes submitted to a single HJM andsubmit additional resumes directly into HJM folders

[0271] COVER LETTER—Takes the agent to his cover letter manager

[0272] Used by the agent to add/edit/delete cover letter templates

[0273] SEARCH—Used by the agent to search through database of jobsposted to general agency population and to search through candidatefolders for a specific candidate

[0274] HELP—Takes the agent to help and FAQ's section

[0275] Used by agent to find answers to frequently asked questions.Navigation Aids:

[0276] “For functional & technical support” (Name of Rep that willassist agent in the event of system failure, training issues, etc.)

[0277] “For sales inquiries” (Name of AE that sold agent the product andemail link.

[0278] MY PROFILE

[0279] Used by the agent to edit the Agent Profile.

[0280] LOG-IN SETTINGS

[0281] Used by Agent to change password & username settings

[0282] FEEDBACK (email link)

[0283] LOGOUT—Lets agent log out of current session.

[0284] BANNER ADVERTISING—Shows agent banner advertising options.

[0285] REPORTS—Allows agent to gauge the success of their efforts withspecific HotJobs.com member companies, success within specificindustries/channels, success within specific geographic regions, etc.

[0286] ADMIN—Admin level access only

[0287] Used by administrator to view/create/edit company profile

[0288] Used by administrator to assign/remove users, post messages, etc.

[0289] Once the User Profile has been completed, the AP may proceedusing the AX core functionality to post candidates and search jobs.

[0290] This candidate management screen allows the agent user to:

[0291] Add Candidate resumes into the system

[0292] Create a detailed Professional Profile for each candidate

[0293] Maintain a list of Active Candidates

[0294] Maintain concurrent Viewable Candidates within those Activecandidates (viewable candidates are searchable by the CM's; ActiveCandidates can be made viewable/private at any time.

[0295] Create Personal Candidate Folders to group candidates by theme

[0296] View a consolidated list of all active candidates in thewebstation

[0297] Perform a ‘Quick Search’ on candidate name from an input searchbox at the top of every screen within the Candidates tab section

[0298] Link a candidate to an HJM job with a cover letter attached

[0299] Distribute candidate resumes via email to HJM's (with option toreveal or conceal candidate contact information from Profile)

[0300] Duplicate Candidate profiles (create a copy of an existingprofile and have appear as a new header-less record in the Active list:

[0301] Remove candidates from the system entirely

[0302] An AP has the ability to view search/show/submit stats oncandidates

[0303] Resume sharing between Agents belonging to the same Agency isalso a function of the present invention.

[0304] The ‘Find Candidate’ quick search function allows the user toinput a candidate full or partial name and search against the full ACLcontents distributed across the Candidate Folders to locate someoneimmediately.

[0305] A ‘View All Candidates’ link generates a screen that presents theconsolidated candidate slate, gathering all of the candidates stored inthe various theme folders and including a display status icon indicatinga candidate's inclusion in the Viewable Candidate Folder. Batch actionsare be capable from this list according to the workflow and screenelements described below in the Candidate Folders and Submit Candidatessections.

[0306] On the “add candidate page”, a “browse” button allows the Agentto find the resume in Word document format that the agent are looking toadd to their candidates list.

[0307] When adding a candidate, various steps are steps performed in theback-end following the input of a candidate's resume.

[0308] 1. The document is converted to a text file.

[0309] 2. The text file is passed through a skills extraction engine.

[0310] 3. The extracted skills are assigned to the component fieldvalues in appropriate records within the system.

[0311] 4. The text file is added to the entity as a BLOB field.

[0312] 5. A PDF file is created for presentation.

[0313] Following a submission of a candidate's resume by this method,the Agent is taken through an edit process where the agent can doublecheck the validity of the fields that have been populated by the skillsextraction engine. To accommodate instances where the AP does not have aresume for the candidate, a facility on the Add Candidate default pageallows the Agent to bypass the extraction process and proceed directlyto a blank Professional Profile page to create the record.

[0314] The system checks against the number of records in the ActiveCandidates List to make sure there are fewer than any number of recordspermitted; The system prevents the AP from adding another candidateuntil one or more of the Active records is deleted.

[0315] Whether it is pre-populated by the skills Extraction Engine orkeyed in manually, the Professional Profile page will comprise thefollowing screen elements:

[0316] First Name

[0317] Last Name

[0318] Email

[0319] Address

[0320] City, State, Zip, Province, Country (USPS codes enforced)

[0321] Home Phone

[0322] Day Phone

[0323] Mobile Phone

[0324] Candidate Name Designator (either a nickname chosen by AP or asystem-generated #)

[0325] Candidate Summary (free-text box; HTML compatible)

[0326] Desired Position Type (FT, PT Contract, Temporary radio buttons ala hotjobs.com)

[0327] Experience Level (Internship, Entry-Level, Mid-to-Senior,Executive radio buttons a la hotjobs.com)

[0328] Most Recent Employer (Lookup against Resumix KB and/orfree-entry)

[0329] Job Type Preferencel (Channel Pull-down or Resumix categories)

[0330] Job Title (Job Interest pull-down or Resumix Titles)

[0331] Job Type Preference2 (Channel Pull-down or Resumix categories)

[0332] Desired Salary Range (pull-downs a la hotjobs.com)

[0333] Technical Skills & Skill Levels (lookup against Resumix KB. Havean upper limit of skills and allow them to rank the person's skilllevel)

[0334] Non-technical Skills & Skill Levels (lookup against Resumix KB.Have an upper limit of skills and allow them to rank the person's skilllevel.)

[0335] Desired Areas of Employment (lookup against region values;searchable by CM's)

[0336] Legally Authorized to work in (specific country)

[0337] Most Advanced Degree Attained/Pursued

[0338] Major

[0339] Date of Graduation

[0340] School information

[0341] SAT Math Verbal

[0342] GRE Math Verbal Analytical

[0343] GMAT

[0344] LSAT

[0345] Resume

[0346] The Candidate Add form also allows the AP to preview the profileprior to submitting the form. This allows the AP to see the formattedresults in the same frame etc. as seen by the HJM when posted to theC/PAS.

[0347] A section at the bottom of the Add Candidate screen asks theagent user to indicate where the system should add the candidate withinhis Candidate Folder system. Each Agency Webstation comes delivered withan empty Default Folder and an empty Viewable Folder. The AP can saveinto either or both of these folders in addition to creating a customfolder or saving to a custom folder previously created:

[0348] The agent is asked to indicate in which folder this candidateshould be stored and whether to make this candidate searchable by theCM's.

[0349] Once a Professional Profile is submitted, the AP is redirected tothe Folder List to which the candidate was just saved, default sorted indescending chronological order keyed off of the Edit Date on theCandidate Record (the newly added candidate will sit at the top of thelist). In cases where the candidate was made viewable, the redirect willbe to the Viewable Folder; all others will redirect to the theme folder.

[0350] Before the candidate is accepted by the system and added to theAP's slate, the system checks against the total number of candidates inthe ACL as well as the number of viewable candidates vs the number ofcandidates allowed for that user (as configured by the Account Managerin the user's account permissions.

[0351] The (ACL) Active Candidate List for and agent contains candidateslots, which may be concurrently viewable to the CM's in the C/PASdatabase. The VCF represents all those candidates currently searchableby the CM population. Candidates may be moved out of or into the VCFfrom any of the other folders. Deleting a candidate entirely from thesystem must be done from a theme folder or from the candidate record butnot from the VCF.

[0352] The VCF comprises the following screen elements: although theseare not limiting

[0353] Candidate Name

[0354] Job Type/Job Title

[0355] Desired Salary

[0356] Location

[0357] Candidate Job Pool Icon (clicks into list of all jobs linked tocandidate)

[0358] The VCF header indicates the total number of Active Candidates inthe webstation and the total # of Viewable Candidates within those. Italso contains a pull-down and a GO button for performing batch actionsagainst one or more candidates in the VCF.

[0359] The batch mechanism at the header of the VCF allows users to:

[0360] a) Remove Candidates from Viewable List (toggles theviewable/private settings)

[0361] b) Email Resumes (batch distribute)

[0362] c) Link to Client Job/Folder

[0363] Remove Candidates from Viewable List

[0364] Candidates removed from the VCF remain in their respective hometheme folders.

[0365] The system also allows an AP to set a block on the candidate'sbehalf. This will make it more difficult for a CM to identify acandidate who is currently an employee as a person who is now ajob-seeker.

[0366] “Email Resumes” function allows the AP to send multiple resumesto one or more email addresses.

[0367] When the user selects ‘Email Resumes’ the system pops up a windowasking the agent user to input the required email information: The agentuser can also conceal candidate contact information from the profile(default setting) or reveal candidate contact information on profile asdesired.

[0368] The agent can also append a cover letter to each resume send aProfile & Resumes as attachments or send Profile & Resume as text withinthe email.

[0369] When the agent user clicks SEND, the pop-up window closes and theemails are dispatched. The user's name, contact information and coverletter are inserted into the header paragraph of the email, as well as alink to the AP's profile on the C/PAS, followed by the Candidate'sProfessional Profile and the Resume (attachments or body text) and somemarketing info about the C/PAS.

[0370] Once a resume is distributed, a Distribute Activity is loggedagainst the person record in the C/PAS system. The agent-user is thendirected to the VCF.

[0371] a) Link to Client Job/Folder

[0372] This feature allows the AP to link one or more candidates to ajob posted by a CM to the C/PAS or into a CM Agent Folder. Theagent-user will be able to select multiple candidates and then browsethrough their client job & folders lists to select combinations thereof,review the selected parties, and commit the transaction. This is similarto a shopping cart selection metaphor.

[0373] Selecting ‘Link to Client Job/Folder’ prompts a pop-up windowthat contains the following elements without limitation:

[0374] 1. Select the Client Job(s) to which an agent would like tosubmit candidates.

[0375] 2. Select the Client Folder(s) to which an agent would like tosubmit candidates.

[0376] When the agent clicks on the SUBMIT CANDIDATES button thecandidates are sent to the CM and the transaction is closed. Candidatesand jobs/folders are then linked.

[0377] Within the CM portions of the system, the Candidates are addedeither to the job's JCP or to the CM's Agent Folder for that AP with anAX designation and without any contact information revealed. The CM isnotified of the link via an email notification containing the sameinformation sent in the Distribute email, with the exception that alllinked candidate emails conceal contact information, whereas in theDistribute action the AP may choose to reveal the contact info.

[0378] The VCF represents a viewable subset of the full ACL. Allcandidates in the system must be created and saved to a Candidate Folderin order to be made viewable to CM's.

[0379] An AP may organize his candidates into Candidate Folderscustomizable by theme (region, skill etc.).

[0380] The Agency Webstation comes delivered with a ‘Default Folder’ forinaugural candidate creation; custom folders can be created anytimesubsequent to the first login via the Add Candidates screen as describedabove or from the Candidate Folder list page, accessible from a‘Candidate Folders’ link in the CANDIDATES tab.

[0381] In the present invention C/PAS, users have the ability to addcandidates to the system and act as the sole manager of thesecandidates' movements in the system. In other words, each candidaterecord has a unique owner in the AP; that owner definitively determinesthe owned candidate's existence and state.

[0382] When an AP clicks on the ‘Candidate Folders’ link on theCANDIDATES tab, the agent is taken to a screen that lists all existingcandidate theme folders, including the Default Folder. Sort order isalphabetical by Folder Name.

[0383] Clicking into a folder name brings the agent to the candidatelist within the folder, that list comprising the following screenelements without limitation:

[0384] Candidate Name (fname Iname; clicks into Candidate Record)

[0385] Job Type/Job Title (or category/title from KBS)

[0386] Desired Salary

[0387] Location

[0388] Edit Date (optional)

[0389] Candidate Job Pool Icon (clicks into list of all jobs linked tocandidate).

[0390] The Candidate Folder list header indicates the total number ofCandidates in the folder. It also contains a pull-down and a GO buttonfor performing batch actions against one or more candidates in thefolder.

[0391] Candidate Folder candidate list batch actions include:

[0392] Email Resumes (batch distribute)

[0393] Add/Remove from Viewable Folder (2 separate values in thepull-down)

[0394] Transfer Candidate to Different Folder

[0395] Delete from System

[0396] Email Resumes behaves in the same fashion as the correspondingVCF action (see above).

[0397] Add/Remove from Viewable Folder allows an AP to make candidatesviewable or private from individual folder lists. There is a displaystatus indicator on the candidate list indicating which records arecurrently viewable. An agent is able to add a record to the VCF on therecord line or through this batch action, which would perform therequested action and redirect you to this same folder list with thedisplay status indicators refreshed to indicate the actions justperformed.

[0398] The function must check against the existing number of records inthe VCF and verify that the requested transfer is possible withoutexceeding the configured record limit in the VCF.

[0399] Transfer to Different Folder allows the AP to move the candidatefrom its current home theme folder to a different home theme folder; acandidate may only exist in one theme folder at a time (duplication isonly allowed between the VCF and a theme folder). This option brings upa pop-up window asking the user to select a different folder (notincluding the VCF) or to key in the name of a new folder they would liketo create.

[0400] A candidates' display status and home folder does not impact thecandidate's state in the CM system (i.e. the candidate will still remainin a JCP or Personal Folder or wherever it resides in CM regardless ofits state in the C/PAS as long as it still exists somewhere in theC/PAS.

[0401] As long as it is active (i.e., exists in an AP candidate folder)on the system, a candidate record maintains all of the data associatedwith it to date, including its Professional Profile, Resume, Linked JobList, AP Notes and Cover Letter Portfolio. All data remains intact withthe exception of the Linked Job List, which will retain only those jobsstill in existence on the CM site. In other words, the Linked Job Listwill deteriorate over time as the jobs are deleted from the system bytheir CM owners or as the CM owners remove the candidate from a job'sJCP. The data associated with a linked job may change prior to beingdeleted; all edits to a job cascade down to the Linked Job List; the CMis the undisputed owner of the Job Record.

[0402] Deleting a candidate record from the C/PAS system maybe done fromthe any of the folder candidate lists on an individual or batch basis.In either case, the deletion is final and cascades to all occurrences ofthat record in the system since the AP is the sole and definitive ownerof the record. Consequently, the candidate record will be deleted fromthe VCF and all candidate lists on the CM side.

[0403] The AP is informed of these effects and the finality of theaction via the confirm-del pop-up window and asked to verify the requestby clicking Yes or No.

[0404] When an AP clicks on a Candidate's Name from any of the candidatelists, the Candidate Record appears with Professional Profile Show pageas the default screen. The Candidate-Record-Show page comprises thefollowing tabs without limitations:

[0405] Professional Profile

[0406] Resume

[0407] Notes

[0408] Linked Client Jobs/Folder List (can link to additional jobs/usersfrom this screen)

[0409] Distribute

[0410] Show Activities

[0411] Duplicate Icon

[0412] Change Display Status Icon (adds or removes candidate fromViewable Candidate Folder)

[0413] The Duplicate function allows the AP to use that candidate'sProfessional Profile as a template for future candidates with similarProfile attributes by duplicating the record (thereby producing anactive copy of the candidate while leaving that archived candidaterecord dormant). When a record is duplicated, only the Profile isduplicated. The resume text must be entered as in a new candidate.

[0414] In addition to marketing candidates to the CM's, AP's have theopportunity to submit candidates to the subset of the CBB Jobs databasethat has been made viewable specifically to the Agent or to any otherpoint higher on the AP Hierarchy (i.e., an Agent may search against alljobs that have been made viewable to the general C/PAS, to that Agent'sAgency or Office Location, or specifically to that Agent).

[0415] Additionally, a CM may choose to establish a constant openconnection with an AP by displaying a Candidate Folder to that AP; thefolder would then appear on the AP's Client Folder list and be availablefor resume submission independent of specific job candidate pools.

[0416] These submissions may occur via the Candidate Folder lists asdescribed above, or may be routed from the “JOBS” or “CLIENTS” tabsdepending on user preference and according to the following workflow.

[0417] In order to submit a candidate to a Client Job, the Agent mustfirst tag the job into his Job Manager Active Job List. When the Agentclicks on the JOBS tab from the main toolbar, the agent is taken totheir Active Job List as the default page. The navigation facility onthis page consists of a link to the Search Jobs screen (‘Search Jobs’).

[0418] The Active Job List (AJL) includes all jobs posted to the Agentas well as any jobs that have been tagged by the Agent into the AJL.(Jobs posted to the general Exchange, an Agency and/or Office Locationwill not be automatically added to the AJL; only jobs postedspecifically to the Agent will be automatically added to the list. Otherjobs become viewable to an Agent in a job search but not added directlyto the AJL.)

[0419] The Agent can submit candidates to jobs, view a list ofcandidates they have previously submitted, and record notes on jobs fromthe AJL. A job that has been in the AJL untouched, for example, 90 daysexpires and is automatically removed from the list.

[0420] The CM is the definitive and sole owner of the job; the Agent mayremove jobs from his AJL but is unable to delete a job entirely from thesystem, edit the actual job information or add a job to the system. Thesystem functionality includes a shared notes function that allows the CMand AP to communicate about a particular user on a single online textbox linked to the person and/or job records.

[0421] The AJL screen comprises the following elements withoutlimitations:

[0422] Job Title (links to Job-show page)

[0423] Hiring Company Name (links to company profile page with limitedcompany job list (i.e., no jobs displayed unless they have beenspecifically posted to the AP. Other jobs active in the CM's Job Managerwould not be displayed here.) Location

[0424] Salary Range

[0425] Date Last Edited

[0426] Candidates Submitted (links to list of candidates submitted bythat Agent to the job)

[0427] Submit Candidate (pop-up window allowing for resume submittal &cover letter)

[0428] Notes (notes icon; produces a pop-up window)

[0429] Remove Job

[0430] ‘Select’ Check Box

[0431] The Assigned Job List (AJL) page also includes a header thatallows the AP to perform batch actions against the list. The batchaction pull-down should allow for the following actions: SubmitCandidates; Remove Jobs.

[0432] The AJL has a cap of a certain number of jobs. If a CM tries toassign a job to an Agent who has hit the job limit, the CM is notifiedon the screen (pop-up window) that the Agent's Assigned Job List hasexceeded. An email is sent to the Agent notifying the agent that he hashit the job limit has been reached.

[0433] When a CM assigns a job to an Agent, an indicator on the maintoolbar of the Agency Webstation flags the presence of a newly assignedjob

[0434] When the Agent clicks into the AJL the newly assigned jobs arelisted in a different color. If the agent does not act on a newlyassigned job, the system sends the CM job owner an email notifying themthat the Agent has not viewed the job and that they may want to considerestablishing contact offline or assigning the job to alternate Agents.

[0435] The system also sends the Agent an email when a job is assignedspecifically to him by a CM informing him that a new job is waiting forhim in his AJL. The body of the email contains a link to the “job-show”page. Jobs will remain in the AJL for as long as they remain alive inthe CM's Job Manager and viewable to that AP. Since the CM is thedefinitive owner of the job, edits made to the job will cascade to thejob in the AJL.

[0436] Jobs made un-viewable to the AP or totally private will beremoved from the AJL. Jobs made re-viewable to the AP will be re-addedto the AJL along with all of the data originally linked to the job bythe AP (candidates submitted and Notes).

[0437] Jobs deleted entirely from the system will be deleted from theAJL along with any notes the AP may have attached to the job as well asthe record of candidates submitted by AP's. Since the AP is the soleowner of the candidate record, deleted jobs will not result in anyactual candidate record deletion but will result in the deletion of the‘Candidates Submitted’ list associated with the job.

[0438] When an AP clicks on a Job Title from a Search Results list orhis AJL, a pop-up window appears with the public job-show page similarto what is viewable to the a job seeker. The formatted job descriptionand profile information appears in an un-editable screen. Resumes mustbe submitted to a job using the Batch Select actions or the ‘Submit’icon on the list screen.

[0439] When the AP clicks the Hiring Company Name from the AJL, a pop-upwindow appears displaying the public company profile, along with thetotal jobs list consisting only of those jobs made viewable to that AP.

[0440] The Candidates Submitted List contains only those candidatesowned by the Agent and appears as a pop-up window. Other candidatessubmitted by other Agents within the Agency can also be viewed at theoption of the Agency and Agent. The CSL screen comprises the followingelements:

[0441] Candidate Name

[0442] Current Job Title

[0443] Current Employer

[0444] Location

[0445] Salary Range

[0446] Date Submitted

[0447] Jobs Applied (links to list of other jobs the Agent has submittedthe candidate to)

[0448] Remove Candidate from List (‘Remove’ icon)

[0449] Removing a candidate from the list does not delete the recordfrom the system since it must exist in either the ACL or an ArchiveFolder and may only be deleted from one of those locations. Removing acandidate from the list DOES remove the candidate from the CM's JCP;

[0450] When the Agent clicks the ‘Submit Candidate’ icon from the AJL apop-up window appears containing a consolidated ACL candidate slate(aggregated list of all candidates across all Personal Folders withinthat AP's webstation). The display status icon should be included on thelist indicating a candidate's inclusion on the VCF.

[0451] The Submit Candidate pop-up window list comprises the followingelements:

[0452] Candidate Name

[0453] Current Job Title

[0454] Current Employer

[0455] Location

[0456] Salary Range

[0457] Date Last Edited

[0458] Display Status Icon

[0459] ‘Select’ Check Box

[0460] The Agent uses the “Select” check boxes to select up to thecandidates to submit to the job. The header of the list includes a CoverLetter selection pull-down and edit text box as well as the ‘SubmitCandidates’ button. If a cover letter is selected it is attached to thebeginning of the emailed Profiles but is not otherwise stored in the JCPor on the candidate records.

[0461] When the AP clicks SUBMIT CANDIDATES, the pop-up window refreshesto an action confirmation screen containing a candidates list frame, ajob list frame, and a cover letter frame—all read-only—with an EDITbutton on each frame.

[0462] Clicking EDIT refreshes the frame with the original listpresented to the user with the records previously selected indicated byfilled-in check boxes. The user may de-select or add records from thisscreen and click “SAVE EDITS” to continue. The cover letter Editfunction allows the user to edit and preview the text. SAVE EDITSrefreshes the frame with the new selections.

[0463] The bottom of the screen contains a SUBMIT CANDIDATES button thatcommits the transaction and closes the pop-up window. Candidates andjobs are linked and added to each others submit lists by the system.

[0464] The CM is notified via email that candidates have been submittedto his job. The email includes the cover letter, link to Agent Profile,and Candidate's Professional Profile and link to the ProfessionalProfile in the JCP. Note that candidate contact information and resumeare not included in the email nor are they displayed to the CM in theJCP.

[0465] Once a candidate is submitted to a job, that job appears on thecandidate's Linked Jobs List. Communication between the CM and the APbeyond this point is handled off-line.

[0466] ‘Submit Candidates’ as a batch action uses the abovefunctionality to allow an Agent to submit multiple candidates tomultiple jobs or multiple candidates to a single job.

[0467] In order to add jobs to the AJL, the Agent must first locate thejobs via a job search, which can be conducted through the ‘Search Jobs’screen accessed by clicking that link from the JOBS tab. The Job Searchexecutes against all of the CM jobs that have been made viewable to theAgent or his Agency or Office Location.

[0468] The Search Jobs screen comprises the following elements:

[0469] Job Type

[0470] Job Title

[0471] Skills

[0472] Geographic Location

[0473] Salary Range (pull-down)

[0474] Hiring Company Name Keyword

[0475] Experience Level (Radio Button: Entry Level etc.)

[0476] Date Posted (days pull-down) The search returns a list of resultsdisplaying the following columns:

[0477] Job Title (Actual Job Title on job; not KB Title value. Thislinks to the job-show page.)

[0478] Job Type/Job Interest

[0479] Hiring Company Name (links to Company Profile page)

[0480] Location

[0481] Salary Range

[0482] Date Last Edited

[0483] ‘Select’ Check Box

[0484] The header of the results list includes a ‘Refine Search’ optionthat functions similarly to the Hotjobs.com ‘Refine Search’ option.

[0485] The header also includes a Batch Action pull-down consisting ofthe ‘Add Jobs to My Active Job List’ option. When the Agent selects oneor more jobs and executes this command, those jobs are transferred tothe top of the AJL. Candidates may only be submitted through the AJLscreen. Jobs must be transferred from the search results list to the AJLprior to having candidates submitted or notes taken.

[0486] In order to establish an ongoing, ever-live connection with anAP, a CM has the ability to make a folder viewable to a specific AP.This folder is ‘always on’ in the sense that an AP may submit anunlimited number of candidates into this folder for the CM's reviewwithout linking the candidates to a specific job. The CM does have theoption to turn off the folder if it does not want the Agent to submitany more candidates for a certain period of time—any data that has beenentered remains and is not deleted from the list.

[0487] On the CM “My Vendors” screen, this appears as a ‘Vendor Folder’and represents the entire slate of candidates submitted by that AP,including those submitted directly into a JCP as well as those into thegeneral ‘always on’ folder. This is a consolidated candidate slate pervendor that would allow for a one-stop CM review of the candidates fromthe agency. A one-on-one communication area between the CM and each AP,including shared notes is also part of the function of the presentinvention

[0488] The MY CLIENTS screen defaults to a list of Client Folderscomprising the following columns:

[0489] Hiring Company Name (links to company profile screen)

[0490] Hiring Manager's Name (dead; doesn't link to anything)

[0491] Date Last Edited

[0492] View Candidates Icon (links to full Candidates Submitted List,including those submitted to Jobs owned by that HJM or into the ClientFolder)

[0493] Submit Candidates Icon (links to pop-up window of ACL list asdescribed in JOBS section above)

[0494] Batch ‘Select’ Check Box

[0495] A candidate folder is created automatically in the event a CMsubmits a job to a particular agent. The Client Folder list headerincludes a batch action “Submit Candidates” button.

[0496] When an AP clicks the ‘View Candidates’ icon, a CandidatesSubmitted List (CSL) appears similar to the one seen on the JOBS screen.The Client/Vender Folder (CVF) CSL is the complete set of candidates onthe system submitted to a CM by the Agent; the Job-level CSL representsa subset of the CVF list.

[0497] Since the CM creates the Client/Vendor Folder (CVF), the CM isthe definitive owner of the CVF's existence and state. Only the CM mayadd, control the display status of, edit, or delete a CVF. However, onlyan AP may contribute to the contents, either by submitting a candidateto a job or directly into the CVF. Either party may remove candidatesfrom the folder. When this occurs a notification is sent to the otherparty of the removal.

[0498] If an AP submits a candidate to multiple jobs, submits acandidate to a job subsequent to having submitted it into that CM's CVF,or alternately submits the candidate into a CVF after already havingsubmitted that candidate to one of that CM's jobs (and the job stillexists on the system), duplicate instances of the candidate are notcreated on a list. The Date Edited on the Candidate will adjust toreflect the most recent submit date on the Candidates Submitted List butonly a single instance of any one candidate will ever occur in the CVF.

[0499] Any relevant actions taken on a candidate from another list willcascade into the CVF:

[0500] if a CM removes a candidate from a JCP, and the candidate owesits presence in the CVF to that job, the candidate is removed from theCVF

[0501] if a Job is deleted and the candidate owes its presence in theCVF to the link to that job's JCP, that candidate will be removed fromthe CVF

[0502] in a related action, if the CM removes an AP from his PreferredVendors list, the CVF is deleted altogether

[0503] if an AP deletes the candidate from the system, it is deletedfrom the CVF.

[0504] Scenarios that would not affect the CVF contents include:

[0505] if an CM makes a job private the CVF contents are unaffected

[0506] if an AP transfers the candidate between Candidate Folder listssubsequent to submitting it to a job or a folder, the CVF contents areunaffected

[0507] if an AP makes a candidate private the CVF contents areunaffected

[0508] The CM webstations will be given extended core functionality tointeract with the Agency Exchange. The CM member webstations willinitiate all contact with the Agency Exchange members via variousinroads to the AP Hierarchy.

[0509] Within the CM/Member Webstation the CM may:

[0510] Search for resumes posted to the exchange by Agency Parties

[0511] Search for an agency (s) to establish a relationship with

[0512] Search for an agent (s) to establish a relationship with

[0513] Maintain a list of Preferred Vendors

[0514] Organize vendors into Folders

[0515] View a consolidated list of all Preferred Vendors associated withtheir Webstation

[0516] Perform a quick search to locate a vendor by name

[0517] Make job requests viewable to the entire Agency Exchange

[0518] Assign open job requests to a specific Agent or group of Agents

[0519] View aggregated lists of candidates per AP in ‘Vendor Submit ListFolders’

[0520] Post the folder into the AP's Client Folder list to allow forongoing, non-job related candidate submissions from that AP

[0521] Differentiate between jobs posted to the Agency Exchange vs.those in the general job posting system

[0522] Differentiate between resumes derived from the Agency Exchangevs. those in the general job posting system proper within resume listssuch as the JCP, myCandidates and Candidate folders

[0523] The additional functionality will be accessible through a single“Vendors” tab on the CM Recruiter Webstation main toolbar. Selectcomponents of the vendor functions will also be integrated into existingscreens, including:

[0524] ability to post a job into the C/PAS from the Job Manager jobslist

[0525] ability to view C/PAS resumes submitted to a job from the JCP,which must be enhanced to include tabs representing each exchange source

[0526] ability to expand a resume search to include C/PAS resumes

[0527] ability to view combined search results in search results list,which must be enhanced to include tabs representing each exchange source

[0528] transfer C/PAS candidates into Personal Folders or JCP's from thesearch results list

[0529] A ‘Vendors’ tab in the CM Recruiter Webstation defaults to aPreferred Vendors List (“My Vendors”) with the following sub-toolbarlinks: Search Vendors; Search Resumes.

[0530] The Preferred Vendors List (PVL) represents all of the CM'svendor relationships and is the list against which all Vendor linklookups execute within the Recruiter Webstation (i.e., an HJM must tag avendor into the list prior to posting a job specifically to that agent).The PVL is a cross between the AP's Active Candidate List and Active JobList in the sense that it allows the user to generate lists deliberatelyvia search/tag mechanisms (like the AP's AJL) but insists on folderorganization within the overall list (like the AP's ACL).

[0531] The CM is the sole owner and manager of the PVL; and is the onlyparty able to control its additions, edits or deletions. The PVLcomponents are individual Agents stored in a system-delivered DefaultFolder which may be further assembled into arbitrary agent theme folders(i.e., Technical Recruiters, NYC Recruiters, etc.). Agency and Officerecords may not be represented on the list; only an Agent may bedesignated as a Preferred Vendor.

[0532] A CM must locate an agent via a Vendor Search in order to tag anagent into the PVL. If the CM makes a job viewable to the entire vendorpopulation, and an AP submits a candidate to that job, the agent stillis not added to the PVL. The CM must deliberately tag the agent into thelist.

[0533] The CM may post jobs to components of the PVL from the Vendorstab or from the Job Manager list. Each agent on the PVL has anassociated folder that contains an aggregated list of candidatessubmitted by that agent to that CM's jobs. A candidate that has beensubmitted and remains untouched for a definable period of days willexpire and be automatically removed from the list.

[0534] The CM may choose to open the folder up to the agent to allow theagent to submit candidates on an ongoing basis without submitting theminto specific jobs. Making a folder ‘open’ or ‘on’ causes the folder tobe added to the agent's ‘My Clients’ list as described in the abovesection. A graphic indicator and toggle switch allows for display stateof a Vendor Folder.

[0535] The CM has the option to turn off a specific folder for any givenperiod of time. Turning off the folder does not result in the loss ofany data. The list stays in tact. The only affect of turning off thefolder is that an agent can no longer submit resumes to the folder untilthe folder has been turned back on.

[0536] The CM has the ability to search for vendors. This will containsearch/browse mechanisms for locating an AP by skill specialization,region, etc.

[0537] The CM has the ability to search resumes. This function containsa stand-alone interface for searching against the C/PAS resume database.

[0538] The CM is able to execute a search against the C/PAS resumedatabase without having to navigate to the separate Vendor tab; theexisting CM resume search interface allows the CM to expand a search toinclude the C/PAS resumes in addition to the HJ resumes.

[0539] The SEARCH screen available to the CM includes all of theexisting fields as well as a series of check boxes at the bottom of theform with the following options: Search the resume databases:

[0540] When the search results are returned, C/PAS candidates appear ina separate AX tab from those resumes generally submitted to do the jobplacement system.

[0541] The C/PAS candidates have a special Agency designator attached inall occurrences in the Recruiter Webstation.

[0542] The candidate results listing has the following elements withoutlimitation:

[0543] C/PAS flag

[0544] Name designator (links to Professional Profile screen; must use acandidate code rather than name)

[0545] Job Title

[0546] Employer

[0547] Location

[0548] Salary

[0549] Relocation

[0550] Work Authorization (Country)

[0551] Date Submitted

[0552] ‘Select’ Check Box

[0553] A Privacy setting may be configured by the Agent on behalf of thecandidate. Within the results list the recruiter should be able to usethe batch action mechanism to transfer candidates within theirwebstation.

[0554] Batch Actions Include:

[0555] Transfer to my Candidates

[0556] Transfer to folder

[0557] Transfer to JCP

[0558] Distribute

[0559] View Multiple

[0560] In this scenario the CM proceeds to select a candidate from theC/PAS-designated list of resumes.

[0561] On the Professional Profile page the recruiter can view resumeswith the following elements

[0562] Resume

[0563] Notes

[0564] Transfer

[0565] Activities

[0566] Distribute

[0567] The CM views the Professional Profile and is able to performthose functions, noted above.

[0568] The Professional Profile includes the listing Agent's name andcompany name, with links off of those to the respective profiles.

[0569] At this stage the CM either decided to work with the ProfessionalProfile by incorporating it into one or more candidate lists, or returnto the search results list. Therefore there are several actionsavailable to the CM from the Professional Profile page:

[0570] Return to search results

[0571] Tag the resume (the AP remains unaware that a resume has beentagged by an CM).

[0572] The CM has the ability to add the Agent to its preferred vendorlist

[0573] If the CM wishes to learn more about the agent, as in his ratingetc., the CM can access this information via the standard hyperlinks onthe AP Profile pages, which open up secondary windows:

[0574] Agency profile

[0575] Agency website

[0576] Agent rating

[0577] Agent Client list

[0578] Agent Viewable Candidate List

[0579] If contact with the agent is desired, the system allows forinitiating contact with the Agent through online facilities such aspersonal chat etc.

[0580] The most likely interaction will be that the CM will transfer oneor more AX resumes into a candidate list within his webstation. When theCM has moved a resume into one of his folders this resume should retainthe designation that it is an Agency Exchange resume and should have theappropriate activities associated with this record. CM companies havethe ability to locate Agencies and their associated Offices and Agentsvia the “Vendors” tab. There are several capabilities associated withthis search functionality:

[0581] The CM can locate an Agent to insert into its Vendor List

[0582] The CM can drill down to resumes provided by Agents in order to:

[0583] Find a resume to fill an open position

[0584] Find resumes which will establish that the Agent has thequalifications to fill future openings and should thereby beincorporated into their Vendor List

[0585] The CM navigates to the “Vendors” tab and clicks the ‘SearchVendors’ sub-toolbar link.

[0586] The CM is able to locate vendors by the following criteria:

[0587] Text keyword

[0588] Agency Name

[0589] Agency Office location

[0590] Agency Type

[0591] Industry focus

[0592] Job Focus

[0593] Standard Fee

[0594] Rating category

[0595] Individual Agent Name

[0596] Additional search options are:

[0597] Browse by Company Name

[0598] Browse by Location

[0599] Browse by Skills Specialization

[0600] Quick Search on Company/Recruiter Name

[0601] Each of these will offer browse functionality, employing a UIincluding map for regions, name list for Company, and category & skillsdrill-downs for Skills Specialization). When an Agent drills down to anAgent-level list using a browse screen, the agent should have all of theaction capabilities from that Agent list that he would have in a searchresults agent list, as described below.

[0602] Once the search form is submitted the search results are returnedwith Agent-level listings (company name will be a column in the searchresults page but the listing is not at the company level; it lists everysingle Agent meeting the search criteria).

[0603] The system also returns an Agency-level listing that can beselectively drilled-down to see recruiters within each Agency, asfollows:

[0604] AP Search Results—Company

[0605] AP Search Result List Values:

[0606] Agency Name

[0607] Industry focus

[0608] Job focus

[0609] Standard fee

[0610] Location(s)

[0611] Overall Rating

[0612] Client List

[0613] A ‘Select’ check box so that batch functionality can beperformed.

[0614] Batch functionality would include

[0615] View Profiles

[0616] Add to Preferred Vendor List—Selecting this would allow them toself-designate a label to associate with this list of preferred vendors.This would be analogous functionality to the “Sort to Folder” feature onHotjobs.com, so that they would be able to either add vendors to anestablished preferred vendor list, or they would be able to designate anew grouping and name such a grouping. Eg. Technology Vendors, or DBAAgencies.

[0617] Assign jobs—selecting this would pull the CM through to the“Assign Jobs” interface.

[0618] The CM may view the results list and drill down to Agency orAgent Profiles by clicking on the hyperlinked names or by selecting theView Multiple option from the batch function menu.

[0619] Agent-level Search Results list:

[0620] Agency Name (links to Agency Profile)

[0621] Agent Name (links to Agent Profile)

[0622] Agent Fee

[0623] Agent Location (links to Office Location Profile)

[0624] Agent Industry Focus

[0625] Agent Job Focus

[0626] Number of resumes

[0627] Agent Rating (links to full rating page)

[0628] Select Check Box

[0629] The CM can either add the Agent to their preferred vendor list,return to search results or click on an individual Agent's name orAgency's name to the Profile Screen.

[0630] A header at the top of the results list includes a REFINE SEARCHoption, which takes the user back to the search page, pre-populated withcurrent search parameters, which the user may edit and click a button tore-execute the search.

[0631] The header of the Agent results list screen also includes an “AddTo Preferred Vendor List” button to be used in conjunction with theSelect check boxes to add multiple Agents into the PVL at once. Addingone or more Agents into the PVL and clicking “Add to PVL”takes the userto pop-up window asking them to select a folder or create a new folderto add the vendor into within the PVL.

[0632] If at any time in the above process a CM clicks an Agency orAgent name, the CM will be able to view their respective profile pagesand drill down to associated candidate records from those screens, asfollows:

[0633] Agency Show Screen

[0634] Elements:

[0635] Agency Name

[0636] Link to Agency website

[0637] Headquarter location

[0638] Agency Phone number

[0639] Industry Focus

[0640] Job Focus

[0641] Standard Fee

[0642] Major Clients

[0643] # of recruiters

[0644] Overall Rating

[0645] Agency description (HTML compatible)

[0646] Quick keyword search

[0647] Office Locations (links to location list, where you canbrowse/drill down to agent lists with each office)

[0648] Recruiters (see AP Show Company—Agent List Elements; sortedalphabetically by default.)

[0649] Button for Assigning jobs to entire agency (this would pull theHJM through to the assign jobs page—see below)

[0650] Button for adding Agency to preferred Vendor List

[0651] Add to Preferred Vendor List—Selecting this would allow the CM toself-designate a label to associate with this list of preferred vendorsso that the CM would be able to either add vendors to an establishedpreferred vendor list, or the CM would be able to designate a newgrouping and name such a grouping. Eg. Technology Vendors, or DBAAgencies.

[0652] AP Show Agent—Agent Profile Page

[0653] Agent Profile Elements:

[0654] Agency Name

[0655] Link to Agency website

[0656] Agent Telephone number

[0657] Agent Office Location

[0658] Agent Industry Focus

[0659] Agent Job Focus

[0660] Standard Fee

[0661] Major Clients

[0662] Candidate List (viewable candidates only)

[0663] Overall rating

[0664] Assign jobs button—Lead to assignment interface

[0665] Back to Agency Profile Button

[0666] Add to Preferred Vendor List—Selecting this would allow CMs toself-designate a label to associate with this list of preferred vendors.The CM would be able to either add vendors to an established preferredvendor list, or the CM would be able to designate a new grouping andname such a grouping. Eg. Technology Vendors, or DBA Agencies.

[0667] Resume Listings comprise the following elements:

[0668] Resume Designation other than name of applicant

[0669] Applicant Job Title

[0670] Applicant Industry interest

[0671] Applicant Job interest

[0672] Applicant Location

[0673] Applicant Desired Salary

[0674] Applicant Work Authorization

[0675] At this level the CM may add this particular agent to thePreferred Vendor List.

[0676] The CM may also drill down into an individual CandidateProfessional Profile and view it. At this point the CM is looking at thesame screen as described in the above section for searching for a resumeon the Agency Exchange and perform all the same functionality with sucha candidate profile. The CM would click on one of the resume designatorsand be pulled through to the Professional Profile View screen.

[0677] The CM assigns their job postings directly into the AgencyExchange at any level of the AP Hierarchy.

[0678] The assign jobs interface of the present invention:

[0679] Allows the CM to post jobs to entire Exchange

[0680] Allows the CM to post jobs to select vendors within the Exchange

[0681] CM's are able to locate new vendors from Assign Jobs Interface

[0682] Allows CM's to post jobs to multiple preferred Vendor Groups

[0683] Allows CM's to post jobs to Agent within Agency within PreferredVendor group

[0684] Allows CM's to post jobs to multiple Agents

[0685] Allows CM's to post jobs to multiple combinations of the above

[0686] The CM UI allows for centralized job posting and destinationviewing.

[0687] The CM can elect to assign his or her jobs to any segment of theAP Hierarchy. The jobs are selected from the list of job openingscurrently viewable within the CM Job Manager. The CM may select one ormany jobs using ‘Select’ check boxes.

[0688] The CM may select a “Post My Jobs To:” pull-down menu of the JobManager to allow the CM to choose the categorical destination for theselected jobs. For example:

[0689] The general placement system

[0690] C/PAS

[0691] Other third party systems

[0692] The user agent makes a selection and clicks CONTINUE.

[0693] The pop-up window refreshes with a framed screen displaying thejobs selected on one side with the destinations selected on the otherside. Each frame has an EDIT button allowing them to alter theselections. The full screen has a CANCEL and POST THESE JOBS NOW button.‘Cancel’ aborts the transaction and redirects to the Job Manager. ‘PostNow’ commits the transaction and redirects to a confirmation screendisplaying confirming that the jobs were posted (should be anun-editable version of the previous framed screen) and giving the userthe option to ‘Return to the Job Manager.’

[0694] Clicking ‘C/PAS’ pops up a window with all of the Agents storedin the PVL as well as a check box option to ‘OR Post to All Vendors.’

[0695] If the CM opts to post to all vendors, the pop-up refreshes witha framed read-only confirmation screen confirming the job andall-vendors selections and including an EDIT button for each (returninguser to previous screen to select individual agents or to job managerjob selection screen), and a ‘POST JOBS NOW’ button that commits thetransaction. If committed, the user is redirected to a confirmationscreen verifying that the job(s) have been made searchable and givingthe user the option to ‘Return to My Job Manager.’

[0696] Note that posting to all vendors makes the job viewable insearches executed by any AP member of the C/PAS. It does NOT cause thejob to be added to any individual agent job managers; it simply makesthe job viewable in AP searches.

[0697] Alternately, the user may choose to post jobs only to specificagents using the PVL selection list on the pop-up window.

[0698] The PVL list will list individual agents (name links to Profile)as well as their Agency Name (links to Agency Profile), Location, SkillsSpecialization, Client List (link), and Rating (links to full ratingscreen).

[0699] The user selects one or more agents and clicks ‘CONTINUE.’ Thepop-up window refreshes with a framed confirmation screen listing theselected jobs and the selected agents, with EDIT buttons in each framethat will return them to the respective selection screens.

[0700] The full screen has a CANCEL and POST THESE JOBS NOW button.‘Cancel’ aborts the transaction and redirects to the Job Manager. ‘PostNow’ commits the transaction and redirects to a confirmation screendisplaying confirming that the jobs were posted (should be anun-editable version of the previous framed screen) and giving the userthe option to ‘Return to the Job Manager.’

[0701] Once back at the Job Manager, the CM views where a job iscurrently posted and for batch-refreshing the jobs within eachcategorical destination.

[0702] The system of the present invention also comprises a ratingfunction. The purpose of the rating system is 3-fold. It allows a CM theability to provide feedback to the CM community on their experience witha certain agency. It enables the CM to gauge their willingness to dobusiness with a certain Agent or Agency based on comments and ratingsentered by other CM's. It enforces good business habits among agenciesby making them aware of their relative status and allows CM's to weedout less effective agents from the C/PAS community.

[0703] CM's who have done business with a specific agent will be able toprovide feedback on the quality of service they have experienced withthe agent. In addition, CM's who are considering working with an agentwill have the ability to view comments and see an overall rating.Ratings such as those noted below maybe used with the present invention.

[0704] Excellent service

[0705] Above average service

[0706] Average service

[0707] Below average service

[0708] Poor service

[0709] Other types of numeric symbol based and letter ratings may alsobe used. Such ratings are included alongside the agent's name each timethe name appears as the result of a search.

[0710] The CM locates the name of the agent by performing a search. Onthe agent profile page, there will be a link titled “enter feedback onthis agent”. This screen allows the CM to supply a brief comment andenter a rating on the agent. After a number of submitted comments, theaverage rating of the agent will is calculated and becomes active andvalid.

[0711] The rating screen has fields for the user name and password ofthe CM submitting the comment for authentication purposes. The screenalso has a field for the user id of the Agent being commented on whichwill auto-populate. There are buttons specifying the nature of thecomment, positive, neutral or negative. There is a button to submit thecomment, and one to clear the form and start from scratch. There is alsoliterature explaining to the CM that a comment, once entered, cannot beretracted.

[0712] Having performed a search for an agent, there will be a link onthe Agent's profile page titled “See what other CM users have to sayabout this agent”. This link will take the CM to a page that shows amatrix displaying the nature of comments that were received regardingthat particular agent.

[0713] a) Profile section: On the screen is the brief profile of theagent and a display of the average scores that the agent has accrued.

[0714] b) A brief breakdown of the comments that were received will alsobe displayed.

[0715] c) On the screen will be the time period during which the commentwas received (6+months ago, 1-6 months ago, in the last month), and thenature of the comment that was received also displayed will be thenumber of comments received in a given time frame (indicates how muchactivity the agent has been involved in recently) and the total.

[0716] Actual Comments: will be listed according to the followingtemplate: “Name of User who submitted the comment”, “Date the commentwas submitted”, and, “the nature of the comment,” and “the actualcomment that was entered”.

[0717] In addition, the system provides a link that takes the CM to apage that describes in greater detail the nature of the “Rating Forum”.

[0718] An agent's ratings and comments are viewable to the agent so theycan monitor feedback and adjust their behavior accordingly. This isaccomplished by providing a link to the above page either from the ARWShome page, or from their agent profile page.

[0719] A reverse rating functionality is built in to the system; inother words, agents will be able to rate CM's and provide comments madeviewable to other agents on the exchange.

[0720] The above explanation of the system of the present inventionprovides details of the present invention. The following explanation offigures illustrates the graphical user interface of both the CM and theagent in interacting with the capabilities of the present invention.

[0721] Referring to FIG. 4A, the job search function screen of the agentis illustrated. The agent can search a jobs database of jobs posted byCM's. In this search the agent can modify the position desired 410 andview the company 412 sending the job to the agent for candidates. Thejob location 414 is displayed of the job that is available. Alsodisclosed din this search are salary range, date the job was submittedto the agent and whether a candidate was submitted byte ha gent 422. Theagent can also submit further candidates 424 as desired.

[0722] Referring to FIG. 5, the candidate management page of the agentis illustrated. A profile 510 is created by the agent and can be editedat any time. This profile can be automatically created by dataextraction software that takes information from electronically submittedresumes from candidates. THE name of each candidate 512 is show alongwith their job title 514, location 516 and salary range desired 518. THEagent can also click on an area 520 that will pop up the jobs to whichthe agent submitted the candidate's profile/resume.

[0723] Referring to FIG. 6, the clients of an agent and their managementis illustrated. THE companies 610 who are clients of the agent aredisplayed. These are clients (CM's) who have elected to establish arelationship, and hence a communication link, with the agent. THE pointof contact 612 within each client is shown as is the date any candidatewas submitted tot hat client 614. the agent can click on a “candidatesubmitted” area 616 to see the identity of the candidates submitted tothe client to prevent any duplication of effort. If there are morecandidates to submit, the agent can so indicate 618 and send morecandidate information.

[0724] Referring now to FIG. 7, the agent's job search page isillustrated. THE agent can search for jobs that have been established bya CM by inputting keywords 710 and various search parameters such asdistance 712 from a given location 714, the industry of interest 716,the position 718, salary range 720, the hiring company 722, and level ofexperience desired 724. This job search is a more general one in that aspecific communication link has not yet been established by the CM.Until such time as a link has been created, the agent can only submitcandidates generally to a candidate database that is searchable by theCM.

[0725] Referring to FIG. 8 the agency profile page is illustrated. Aspart of the registration process an agency identification is created.Since all agents must be members of an agency, this is a key piece ofinformation and allows CM's to search for agency capabilities. Suchinformation as name and location 810, URL 812, industry focus 814 andemployees and revenue 816 are solicited for input. TO the extent thatthe Agency is publicly trade 818, this information is also input. Theagency can also put in a small blurb 822 on the agency and itscapabilities. This information will be displayed to the CM when the CMsearches for agencies with whom to establish relationships.

[0726] Referring now to FIG. 9, after the agency identification isestablished, an individual agent(s) can establish a profile. Personalidentification information 910 is provided to the system and is theindustry focus and performance 912 of the agent. The fees charged by theagent 914 for various positions is solicited along with years ofexperience 916. This information is sorted and is also searchable by theCM.

[0727] For example, FIG. 10 illustrates and agency party (AP) searchpage. Buttons on the page allows the CM to manage and input informationon jobs 1010 for which the CM has openings, candidates 1012 who havebeen submitted in response to jobs of the CM. “vendors” 1014, that isthe Agencies with whom the CM has relationships, a search function 1016to help the CM find information desired, and help function 1018. Fromthis page the CM can search resumes generally 1020 for candidates whoare available from and agent(s), search for agents 1022 havingparticular characteristics and expertise with whom the CM would like toestablish a relationship, and also search for agencies 1024 havingparticular qualifications of importance to the CM. In this illustration,the AP search page comprises factors 1026 that can be input by the CM inexecuting the desired search. Similarly, the CM can input specificinformation about and agent 1028 and be take to that agent's web page.

[0728] Referring to FIG. 11, the results of a typical AP search areillustrated. Upon execution of a search by the CM a series of agencies1110 are revealed that match the search parameters entered. The industryfocus of the agencies 1112 are show as are the fees charged by theagencies 1114. Agency location 116 is displays along with a button 1118that allows a CM to find out how peers of the CM have rated the agencyin question. If the agencies have provided appropriate information alist of clients 1120 can be accessed by the CM to see the types ofclients that have hired any particular agency. If the CM sees and agencyof interest, a box can be checked 1122 and more information about thatagency can be obtained.

[0729] Referring to FIG. 12, an Agent profile is illustrated. In thisscreen, some general information about the agent is displayed 1210. Inaddition, the names or other identifiers of the candidates beingrepresented by the agent are shown 1212. Information concerning the jobtitles of the candidates 1214, their salaries desired 1216, where thecandidates are located 1220, and whether the candidates are willing torelocate 1220. If the CM likes the information, candidates and Agency,the CM can add the agent to the CM's preferred vender list by sodesignating 1222 on this screen. From this point on, a communicationslink is established allowing the agent to submit resumes to the CM.

[0730] Referring to FIG. 13, the CM's job management function screen isillustrated. Any job of the CM can be edited 1310 by selecting the job1324 and performing the editing task when the job description pops up.Each job is given an ID 1312 by the CM and a job title 1314 which aidsin the search function. On the screen, the CM is shown th date of lastedit of the job in question. The CM can also see to which vendor(s) thejob had been sent 1318. The CM can control where the job is to be posted(i.e. the CBB, the C/PAS, or exported to another system). The job canalso be refreshed, edited, deleted or made private for a period of timeby the CM and to allowed to be searched.

[0731] Referring to FIG. 14, the results of resumes submitted tot eh CMis illustrated. In this results screen, the names of candidatessubmitted by agent(s) to the CM are shown 1410 along with theirrespective job titles 1412, their desired salaries 1414, their locations1418 and whether they are willing to relocate 1420. The CM transfer anyof the identified candidates to a variety of folders for subsequentmanagement by the CM 1422.

[0732] A system and method for Agency recruiting and interaction withcorporate recruiters has now been illustrated. It will be appreciated bythose skilled in the art that other variations of the present inventionare possible without departing from the scope of the invention asdisclosed.

I claim:
 1. A computer-readable storage medium encoded with processinginstructions for implementing a method for electronically completing atransaction between a remote placement agent and a remote companyrecruiter, said processing instructions for directing a computer toperform the steps of: electronically establishing an identity for thecompany recruiter; electronically establishing an identity for theplacement agent; electronically establishing by the company recruiter acommunication link with the placement agent; the company recruiterelectronically sending a job to the placement agent over thecommunication link; the placement agency electronically sending resumesof candidates to the company recruiter in response to the job over thecommunication link; the company recruiter electronically receiving fromthe placement agent the resumes of candidates; and the company recruiterelectronically reviewing the received resumes, and wherein communicationbetween the company recruiter and the placement agent over thecommunication link occurs only if specifically enabled by the companyrecruiter.
 2. The computer-readable storage medium encoded withprocessing instructions for implementing a method for electronicallycompleting a transaction between a remote placement agent and a remotecompany recruiter of claim C1 wherein establishing by the companyrecruiter a communication link with the placement agent comprises:searching for a placement agent in a database of placement agents basedon a set of search parameters; retrieving the placement agent profilesthat satisfies the search parameters; and designating the placementagent retrieved by the search parameters as a preferred placement agent.3. The computer-readable storage medium encoded with processinginstructions for implementing a method for electronically completing atransaction between a remote placement agent and a remote companyrecruiter of claim C2 further comprising: sorting the preferredplacement agent by areas of expertise.
 4. The computer-readable storagemedium encoded with processing instructions for implementing a methodfor electronically completing a transaction between a remote placementagent and a remote company recruiter of claim C2 further comprising:sorting the preferred placement agent by industry focus.
 5. Thecomputer-readable storage medium encoded with processing instructionsfor implementing a method for electronically completing a transactionbetween a remote placement agent and a remote company recruiter of claimC2 further comprising: sorting the preferred placement agent by SIC code6. The computer-readable storage medium encoded with processinginstructions for implementing a method for electronically completing atransaction between a remote placement agent and a remote companyrecruiter of claim of claim C1 wherein electronically sending a job tothe placement agent over the communication link further comprises: thecompany recruiter establishing electronically a job to be filled havingcharacteristics; filing the job in a jobs file associated with thecompany recruiter; and sending the job to the placement agent from thejobs file.
 7. The computer-readable storage medium encoded withprocessing instructions for implementing a method for electronicallycompleting a transaction between a remote placement agent and a remotecompany recruiter of claim of claim A6 wherein: sending the job to theplacement agent occurs only if the placement agent has a profile thatindicates experience with the job characteristics of the job to befilled.
 8. The computer-readable storage medium encoded with processinginstructions for implementing a method for electronically completing atransaction between a remote placement agent and a remote companyrecruiter of claim of claim A6 wherein sending the job to the placementagent comprises: sending the job to a plurality of placement agents fora response; sorting responses from the responding placement agents todetermine the most qualified placement agent; establishing acommunication link with the most qualified placement agent.
 9. Thecomputer-readable storage medium encoded with processing instructionsfor implementing a method for electronically completing a transactionbetween a remote placement agent and a remote company recruiter of claimC1 wherein electronically sending resumes of candidates from theplacement agent to the company recruiter in response to the job openingover the communications link comprises: receiving resumes fromcandidates in electronic form; extracting information from the resumesto create a candidate profile; saving resumes and candidate profiles toa file associated with the placement agent; comparing the candidateprofiles in the placement agent file with the job; and sending to thecompany recruiter the profiles and resumes of the most qualifiedcandidates over the communication link.
 10. The computer-readablestorage medium encoded with processing instructions for implementing amethod for electronically completing a transaction between a remoteplacement agent and a remote company recruiter of claim C9 wherein theextracting information from the resumes to create a candidate profilecomprises: a knowledge based system reviewing resumes submitted inelectronic format; the knowledge based system identifying and extractinginformation required for a candidate profile; and populating thecandidate profile with the extracted information.
 11. Thecomputer-readable storage medium encoded with processing instructionsfor implementing a method for electronically completing a transactionbetween a remote placement agent and a remote company recruiter of claimA10 further comprising: the placement agent creating keywords to bestored with the candidate profile thereby facilitating searching for thecandidate profile.
 12. A computer system for electronically completing atransaction between a remote placement agent and a remote companyrecruiter whose actions are directed by a computer program configured asa multiple database information exchange management system configuredfor network operations, comprising: a first database of job informationbelonging to a company recruiter workstation stored in electronicallyreadable memory; a second database of candidate information belonging toan agency recruiter workstation stored in electronically readablememory; a communication link managed by the company recruiterworkstation for establishing an company recruiter-agency recruiter linkand for transmitting the job information and for receiving the candidateinformation in response to the job information in the form of electricalsignals; and wherein, communication from the agency recruiterworkstation to the company recruiter workstation occurs only ifspecifically permitted by the company recruiter workstation.
 13. Thecomputer system for electronically completing a transaction between aremote placement agent and a remote company recruiter whose actions aredirected by a computer program configured as a multiple databaseinformation exchange management system configured for network operationsof claim C12 wherein the company recruiter workstation furthercomprises: instructions for managing jobs; and instructions for managingcommunications with placement agencies.
 14. The computer system forelectronically completing a transaction between a remote placement agentand a remote company recruiter whose actions are directed by a computerprogram configured as a multiple database information exchangemanagement system configured for network operations of claim C13 whereinthe Instructions for managing jobs comprise: instructions forestablishing a job to be filled; and instructions for storing the job tobe filled in a jobs file associate with the company recruiterworkstation.
 15. The computer system for electronically completing atransaction between a remote placement agent and a remote companyrecruiter whose actions are directed by a computer program configured asa multiple database information exchange management system configuredfor network operations of claim C14 further comprising: instructions forsending a job to an agency recruiter workstation, if the communicationlink exits between the agency recruiter workstation and the companyrecruiter workstation.
 16. The computer system for electronicallycompleting a transaction between a remote placement agent and a remotecompany recruiter whose actions are directed by a computer programconfigured as a multiple database information exchange management systemconfigured for network operations of claim C13 wherein the instructionsfor managing communications with placement agencies comprise:instructions for searching for a placement agent in a database ofplacement agents based on a set of search parameters; instructions forretrieving placement agent profiles that satisfy the search parameters;and instructions for designating at least one placement agent profileretrieved by the search parameters as a preferred placement agent. 17.The computer system for electronically completing a transaction betweena remote placement agent and a remote company recruiter whose actionsare directed by a computer program configured as a multiple databaseinformation exchange management system configured for network operationsof claim C16 further comprising: instructions for sorting preferredplacement agents by areas of expertise.
 18. The computer system forelectronically completing a transaction between a remote placement agentand a remote company recruiter whose actions are directed by a computerprogram configured as a multiple database information exchangemanagement system configured for network operations of claim C16 furthercomprising: instructions for sorting preferred placement agents byindustry focus.
 19. The computer system for electronically completing atransaction between a remote placement agent and a remote companyrecruiter whose actions are directed by a computer program configured asa multiple database information exchange management system configuredfor network operations of claim C16 further comprising: instructions forsorting preferred placement agents by SIC code.
 20. The computer systemfor electronically completing a transaction between a remote placementagent and a remote company recruiter whose actions are directed by acomputer program configured as a multiple database information exchangemanagement system configured for network operations of claim C12 whereinthe agency recruiter workstation further comprises: instructions forreceiving resumes from candidates in electronic form; instructions forextracting information from the resumes to create a candidate profiles;instructions for saving resumes and candidate profiles to a fileassociated with the placement agent; instructions for comparing thecandidate profiles in the placement agent file with the job information;and instructions for sending to the company recruiter workstation thecandidate profiles and resumes of the most qualified candidates over thecommunication link.
 21. The computer system for electronicallycompleting a transaction between a remote placement agent and a remotecompany recruiter whose actions are directed by a computer programconfigured as a multiple database information exchange management systemconfigured for network operations of claim C20 wherein the instructionsfor extracting information from the resumes to create a candidateprofiles comprise: instructions in a knowledge based system forreviewing the resumes from candidates submitted to the agency recruiterworkstation in electronic form; instructions for identifying andextracting information required for the candidate profile; andinstructions for populating a candidate profile.
 22. The computer systemfor electronically completing a transaction between a remote placementagent and a remote company recruiter whose actions are directed by acomputer program configured as a multiple database information exchangemanagement system configured for network operations of claim C21 furthercomprising: instructions for creating keywords stored with the candidateprofiles to facilitate searching for the candidate profiles.
 23. Amethod performed by a job placement computer for facilitating electroniccommunication between a plurality of company recruiters computers havingjobs to post and placement agency computers over a network, the methodcomprising: the job placement computer presenting a registration webpage to a remote company recruiter computer over the network; thecompany recruiter computer receiving a first registration for a companyrecruiters computers and providing first registration information inresponse thereto; the job placement computer presenting a registrationweb page to a placement agency computer; the placement agency computerreceiving a second registration for the placement agency computer andproviding second registration information in response thereto; makingjob management instructions and agency management instructions availableto the company recruiter workstation upon successful registration;making candidate management instructions and company managementinstructions available to the placement agency computer upon successfulregistration; and the placement agency computer providing candidates inresponse the jobs posted by the company recruiter computer.
 24. Themethod performed by a job placement computer for facilitating electroniccommunication between a plurality of company recruiters computers andplacement agency computers over a network of claim C23 furthercomprising: searching for a placement agency computer in a database ofplacement agents computers based on the second registration informationand search parameters; retrieving the identity of placement agentsassociated with the placement agency computer that satisfy the searchparameters; and designating at least one placement agency computerretrieved by the search parameters as a preferred placement agencycomputer.
 25. The method performed by a job placement computer forfacilitating electronic communication between a plurality of companyrecruiters computers and placement agency computers over a network ofclaim C24 further comprising: sorting placement agency computers byareas of expertise.
 26. The method performed by a job placement computerfor facilitating electronic communication between a plurality of companyrecruiters computers and placement agency computers over a network ofclaim C24 further comprising: sorting placement agency computers byindustry focus.
 27. The method performed by a job placement computer forfacilitating electronic communication between a plurality of companyrecruiters computers and placement agency computers over a network ofclaim C24 further comprising: sorting placement agency computers by SICcodes.
 28. The method performed by a job placement computer forfacilitating electronic communication between a plurality of companyrecruiters computers and placement agency computers over a network ofclaim C23 wherein: making job management instructions availablecomprises making instructions available for electronically establishinga job to be posted having characteristics; filing the job in a jobs fileassociated with the company recruiter computer; and sending the job to aplacement agency computer; and wherein making agency managementinstructions available comprises making instructions available forsearching for a qualified placement agency computer and sending a job tothe qualified placement agency computer only if a profile of theplacement agency computer indicates experience with job characteristicsof the job to be filled.
 29. The method performed by a job placementcomputer for facilitating electronic communication between a pluralityof company recruiters computers and placement agency computers over anetwork of claim C24 further comprising: sending the job to a pluralityof placement agency computers for a response; sorting responses from theresponding placement agents to determine the most qualified placementagent; and establishing a communication link with the most qualifiedplacement agent.
 30. The method performed by a job placement computerfor facilitating electronic communication between a plurality of companyrecruiters computers and placement agency computers over a network ofclaim of claim C23 wherein the candidate management instructionscomprise instructions for: receiving resumes from candidates inelectronic form; extracting information from the resumes to createcandidate profiles; saving resumes and candidate profiles to a fileassociated with the placement agency computers; comparing the candidateprofiles in the placement agency computer file with a job; and sendingto the company recruiter computer the profiles and resumes of the mostqualified candidates.
 31. The method performed by a job placementcomputer for facilitating electronic communication between a pluralityof company recruiters computers and placement agency computers over anetwork of claim of claim C30 wherein extracting information from theresumes to create candidate profiles comprises: a knowledge based systemreviewing resumes submitted in electronic format; the knowledge basedsystem identifying and extracting information required for the candidateprofile; and the knowledge based system populating the candidateprofiles with the extracted information.
 32. The method performed by ajob placement computer for facilitating electronic communication betweena plurality of company recruiters computers and placement agencycomputers over a network of claim of claim C31 further comprising: theplacement agency computer creating keywords to be stored with thecandidate profile to facilitate searching for the candidate profile.